(ESI International: Arlington, VA) -- Results of a recent global study show that organizations must become more fully committed and engaged in transferring learning to the workplace. Survey findings highlight several weak areas in the on-the-job application of learning, including manager support, trainee preparation, incentives, and an overall formal design and measurement process.

Positive indicators of learning transfer include employees leveraging an ever-expanding array of tactics to recall information learned during training, and the increasing use of just-in-time tools to apply knowledge and skills directly to the job.

More than 3,000 government and commercial training-related managers responded to the survey conducted by ESI International in March 2011. It focused on three key areas in the application and transfer of learning:
• Program design
• Motivation and preparation to attend training
• Post-training (back on the job application)

“The study points out some striking contradictions in how well organizations think they transfer learning and the lack of proof to back up their estimate of learning transfer or on-the-job application,” says Raed S.

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