Transfer of training can be broken down into two basic categories: near transfer and far transfer. Near transfer assumes that the job conditions to which the transfer is occurring are similar to the training conditions. For example, shadowing somebody when you start a new job to see how the work is done.

Far transfer assumes that the training must generalize learned skills from the training session to different settings, people, or situations, as well as assumes maintenance of the learned skills over time. It makes sense that the most ideal circumstance for a training to result in perfect, or close to perfect, transfer would be those conditions identical to the training session itself.

Using a validated measure to assess learning transfer can aid training professionals in assessing level 3 training evaluation. Personality is a big predictor of training transfer success, and the Big 5 personality traits play an equally big role in training transfer. Characteristics like conscientiousness, agreeableness, and extroversion have a positive impact on motivation to improvement work through learning.

Trainees’ motivation, and their trainability, is dependent on belief in their direct responsibility for results, belief that training will lead to desired personal results, willingness to manage their own career, and openness to feedback. The more the organization’s climate or culture supports training transfer in word and action, the greater the likelihood that training will transfer to the job.