Transfer of training is the process in which you transfer the training you received to your job. Training transfer is defined as “the application continued by learners to performance of jobs, individuals, community responsibilities of knowledge in learning activities” (Broad, 1997, p. 2). The ability of an employee to transfer training back to the workplace is not an absolute following training. One of the main factors that impact the transferring process is the fact the training is a completely new behavior to the trainee. New behaviors are difficult to implement and require practice before it can be effective. A way to ease this difficulty is trainer support in the form of a sit in. A trainer support sit in is when the trainer comes in, follows the trainee around on the job, and provides feedback on how they do. Two other large factors that impact transfer of training are supervisor support and peer support. Supervisor and peer support provide incentive for the trainee to practice new behaviors. Supervisors mainly need to be giving feedback on how the trainee is doing on the job. A downfall of peer support is that some peers may have been on the job for a long amount of time and used to doing things the old way. These particular peers may be detrimental to the trainee's practicing of the new behaviors they acquired during training.

Broad, M. L. (1997). Transfer concepts and research overview. In M. L. Broad (Ed,),
Transfer Learning to the workplace (pp. 1-18). Alexandria, VA: American Society for Training and Development.