A Review of Theories that Support Transfer of Training

Researchers have called for more integrative models of training effectiveness and transfer of training, in an effort to include most of the individual and organizational contextual factors as precursors of transfer of training (Baldwin& Ford, 1988; Kozlowski& Salas, 1997; Mathieu& Martineau, 1997; Quinones, 1997; Colquitt et al. , 2000). In recent years, the increased interest of organizations with optimizing the ROI ( return on investment) in human capital development activities have led to an upsurge in research focusing on the evaluation of training effectiveness (Carlson et al. , 2000; Switzer et al. , 2005; Rowold, 2007). Successful learning in the training environment may not be enough to translate the acquired skills, attitude, and knowledge to the work environment. Transfer of training, is more than a function of original learning in a training program (Atkinson, 1972; Fleishman.1953). The purpose of this review is to understand the theories that support transfer of training in order to identify and study the factors which can predict transfer of training that is of pertinent importance to the success of organizational training and its application back in the job environment.