From this discussion it is clear that organisations employ training for operational and strategic issues consequent to internal and external changes. Organizations train their employees for skill enhancement, knowledge acquisition, honing of abilities for increase of performance in the work settings. The success of the training programme does not guarantee that training would be successfully transferred to the workplace. Trainability, the ability to learn and apply training material imbibed during the training programme at the workplace, is a function of ability, motivation and environmental favourability. Along with interest in training has arisen an increased interest in learning technologies and performance enhancement processes practices and services). The study of transfer of training has evolved from notions of ‘shared elements’ to ‘cognitive interpretations’ of transfer. Transfer of training construct is used to describe those aspects of the work environment that directly influence the generalisation and maintenance of knowledge and skills learned during training .
This discussion highlights that in a survey of 150 organizations, less than 50 percent of employees transferred only one half of their newly acquired skills six months after the transfer. On the other hand, the importance of transfer climate can be gauged from the fact 50 percent of all the performance improvement resulting from training intervention, may be attributed to those post-training activities, which support the transfer process.