Investing in employee training is only half the battle—what really counts is what happens after the training ends. Too often, organizations pour time and resources into learning programs, only to see little change in day-to-day performance. That’s where transfer of learning comes in. It’s not just about what people learn in the classroom or through e-learning modules; it’s about whether they can apply that knowledge and those skills back on the job.
In this blog, we’ll explore why transfer of learning is a critical—but often overlooked—factor in workplace success. From boosting productivity to increasing return on training investment, we’ll explain how making learning stick can create real, lasting change for individuals and organizations.
What is transfer of learning?
Transfer of learning refers to the ability to apply knowledge, skills, and attitudes learned from one context to another. Simply, it’s about taking what you’ve learned and using it where it counts.
In the workplace, transfer of learning happens when employees take what they’ve learned from training or educational programs and apply it effectively on the job. For example, if someone learns a new project management technique in a workshop and then uses it to improve efficiency at work, that’s a successful transfer of learning.
Why is transfer of learning important?
Transfer of learning is crucial because it turns training into tangible results. When employees can apply what they’ve learned directly to their roles, it improves individual performance and broader organizational success.
In addition to ROI and improved performance, effective learning transfer translates to a culture of continuous improvement. When workers consistently apply what they’ve learned, they become more flexible, resilient, and forward-thinking—qualities that are essential in today’s fast-paced business environment.
Pretraining learning transfer strategies
Before a single slide is shown or a group activity begins, the success of a training program is already taking shape.
Pretraining learning strategies are about creating the right conditions for learning to stick. What happens before training officially starts can significantly impact whether knowledge actually gets transferred to the job. Here are practical learning transfer strategies that instructors, supervisors, and trainees can use to start training on the right foot.
For Instructors:
- Engage stakeholders early: Involve supervisors and trainees in the planning and development of the training program to ensure relevance and buy-in.
- Use systematic instructional design: Structure the training with clear outcomes, logical sequencing, and a mix of instructional methods to support effective learning.
- Include practice opportunities: Plan for meaningful, hands-on practice sessions that reflect real job tasks and build learner confidence.
- Boost trainee readiness: Prepare learners before the program through pre-course materials, self-assessments, and goal-setting tools.
- Integrate peer coaching: Set up a peer-coaching framework so trainees can support each other in applying new skills post-training.
For Supervisors:
- Participate in training needs assessment: Collaborate in identifying learning needs to ensure training addresses real workplace challenges.
- Learn coaching techniques: Develop the ability to provide trainees guidance, support, and constructive feedback after the program.
- Choose the right trainees: Select employees who need or are motivated to apply for the training.
- Create a supportive environment: Ensure training is scheduled at the right time and held in an environment that minimizes distractions and supports learning.
For Trainees:
- Get involved in training planning: Identify your learning needs and contribute ideas to the training design.
- Explore the training context: Ask questions about why you were selected, what to expect, and how you can apply what you’ll learn.
- Engage with pre-course activities: Review any provided materials or request them if not offered to prepare mentally and practically for the program.
Transfer of learning during training
What happens during training can—and should—lay the groundwork for successful job performance. By focusing on practical objectives, making personal connections, offering targeted feedback, and supplying useful aids, instructors can dramatically increase the likelihood that what’s learned in the classroom actually gets used in the real world.
Set application-oriented objectives
If trainees don’t know how they’re expected to use what they’re learning, chances are they won’t use it at all. That’s why it’s important to develop application-oriented objectives—clear, behavioural goals that spell out what success looks like on the job. These objectives go beyond theory and focus on real-world performance.
When instructors involve trainees in crafting these goals, they prompt them to think about how the training fits into their daily responsibilities. It also allows learners to tailor outcomes to their specific roles, which increases ownership and motivation to apply new skills.
Answer the “What’s In It for Me?” question
Let’s face it—most trainees silently ask one key question: “How does this help me?” And that’s a valid question. Whether improving safety, making tasks easier, or opening doors to promotions, trainees need to understand the personal value of what they’re learning.
Instructors should proactively highlight the training’s real-life benefits. Frame lessons in terms of what matters to the learner like saving time, making their job easier, increasing job variety, or even financial incentives. When people see the payoff, they’re far more likely to stay engaged and apply what they’ve learned.
Offer individualized, feedforward feedback
Generic feedback doesn’t cut it. Instead, instructors should provide individualized, forward-focused guidance—not just on what a trainee did right or wrong but also on how they can improve and apply their skills moving forward.
This type of feedback helps learners connect the dots between what they’re doing in training and how they can use it in real scenarios. It also builds confidence, which is a key factor in whether people feel ready to try something new on the job.
Use job performance aids
Even the most engaged learners forget things. That’s why job performance aids—such as checklists, tip sheets, flowcharts, or cue cards—are essential tools for supporting transfer of learning. These aids serve as practical reminders that help bridge the gap between training and real-world use.
Post learning strategies
Post-training learning transfer strategies are actions taken after a training program ends to ensure that what was learned is actually applied on the job. This is a critical phase—many learners return to work with good intentions, but those new skills can fade fast without support and follow-up. Here are some key post-training strategies for different stakeholders:
For Instructors:
- Provide follow-up support: Stay connected with trainees after the program. Check in to see how they’re applying what they learned, answer questions, and offer encouragement or guidance as needed.
- Conduct evaluation surveys: Send out post-training surveys (typically 30–60 days later) to assess how much learning has transferred and gather feedback on what worked or didn’t.
- Develop recognition strategies: Recognize and celebrate those who apply their new skills, whether through shoutouts in team meetings, certificates, or even small rewards.
- Provide refresher sessions: Offer short, focused follow-ups to reinforce key content. These can help combat memory decay and give learners a chance to share challenges or successes.
For Supervisors:
- Create opportunities to apply new skills: Assign tasks or projects that allow employees to use what they’ve learned. Giving them space to experiment with new skills is essential.
- Debrief with the trainer: Meet with the instructor to get insights on how each employee performed during training, what support they might need, and how to help them succeed back on the job.
- Act as a role model: Demonstrate the behaviours or skills expected from training. When employees see leadership modeling new practices, they are more likely to adopt them.
- Give positive reinforcement: Acknowledge efforts and progress. Even simple praise can boost motivation and confidence in applying new skills.
- Celebrate small wins: Highlight early big or small successes. This not only builds momentum but also signals to others that the organization values learning and growth.
For Trainees:
- Review training content regularly: Revisit notes, handouts, or job aids to keep the information fresh and ready for use.
- Develop a mentoring relationship: Connect with a mentor who can offer advice, feedback, and accountability for applying new skills.
- Stay in touch with training buddies: Keep the support system alive. Meet or check in with peers who also attended the training to share ideas, challenges, and progress.
FAQ about xAPI
What is xAPI used for?
xAPI is used for tracking and recording learning experiences—especially those that happen outside traditional Learning Management Systems (LMSs). It’s commonly used in e-learning, training programs, and corporate learning environments. xAPI is used to:
Track learning activities online and offline (e.g., reading a PDF, watching a video, attending a webinar, or using a mobile app).
Record experiences in the format of “Actor – Verb – Object” (e.g., “John completed Safety Training Module”).
Send these records to a Learning Record Store (LRS), which stores and manages the data.
Support interoperability between different learning platforms.
Common use cases are:
Monitoring compliance training (e.g., OSHA, HIPAA).
Measuring engagement across different learning tools.
Gathering insights on learner behavior and performance.
Integrating with virtual reality (VR), simulations, or mobile apps.
Replacing or enhancing older standards like SCORM.
What are xAPI examples?
Common xAPI use cases are:
Monitoring compliance training (e.g., OSHA, HIPAA).
Measuring engagement across different learning tools.
Gathering insights on learner behaviour and performance.
Integrating with virtual reality (VR), simulations, or mobile apps.
Replacing or enhancing older standards, like SCORM.
Is xAPI still relevant?
In the age of artificial intelligence, xAPI is not only relevant but increasingly important. Its core strength lies in its ability to collect detailed, structured data about learning experiences across a wide range of environments—online, offline, formal, and informal. This granular data becomes the fuel that powers AI systems in education and training.
xAPI is also uniquely suited to support the interoperability required in today’s fragmented digital learning ecosystem. AI-powered learning tools are now available across various platforms, including Learning Management Systems (LMSs), mobile apps, simulations, chatbots, and video learning platforms. Because xAPI can track and unify data from all these different tools into a single Learning Record Store (LRS), it enables AI algorithms to analyze a learner’s complete journey, not just isolated events within a single platform.
AI also enhances the value of xAPI by interpreting its data in more meaningful ways. While xAPI captures what happened (e.g., “Jordan completed a module”), AI can explore deeper questions such as why a learner may be struggling or what kind of content would help them progress. This synergy supports predictive analytics, intelligent feedback, and personalized learning paths—capabilities that are quickly becoming expected features in modern learning environments.
Finally, by feeding xAPI data into AI models, platforms can adjust the difficulty, pacing, or type of content in real-time to suit each learner’s needs. This dynamic approach is far more effective than static content delivery, making learning more engaging and effective.
What is xAPI vs SCORM?
| Feature | SCORM | xAPI (Tin Can API) |
|---|---|---|
| Release Year | 2001 (SCORM 1.2/2004) | 2013 |
| Data Captured | Limited (course completion, pass/fail, score, time spent) | Extensive (any learning activity or experience) |
| Tracking Scope | Only in-browser & LMS-based content | Tracks activities anywhere (online, offline, apps, simulations, etc.) |
| Offline Tracking | ❌ Not supported | ✅ Fully supported |
| Device/Platform Flexibility | Web-based, desktop LMS only | Any device: mobile, VR, simulations, etc. |
| Learning Record Storage | LMS only | Learning Record Store (LRS), separate from LMS |
| Interoperability | Limited to LMS and SCORM packages | Highly flexible across systems |
| Verb Structure | None | Actor–Verb–Object (e.g., “Alex completed module”) |
| Extensibility | Very limited | Fully extensible and customizable |
| Modern Use Case Fit | Basic eLearning | Adaptive learning, analytics, AI integration |
When to choose SCORM over xAPI?
Choose SCORM if you’re working in a traditional LMS environment with simple eLearning courses, and you don’t need to track anything beyond completion or quiz scores.
Choose xAPI if you want to support learning beyond the LMS, track diverse types of learning experiences (including offline), enable analytics, integrate with AI, or support adaptive/personalized learning.
Use LEAi to build continuous training
Training doesn’t end when the session does—transfer happens over time, through repetition, reinforcement, and real-world use. By focusing on what comes after the training, organizations can ensure their investment in learning leads to real, lasting performance improvement.
LEAi helps organizations boost learning transfer by quickly turning complex knowledge into clear, structured training materials that are easy for learners to absorb and apply. By extracting key insights from product documentation, webinars, and SME input, LEAi ensures that learning content is not only accurate but also action-oriented.
Teams can easily create courses, microlearning modules, and assessments that reinforce key concepts and drive real-world application, making moving knowledge from training into practice faster and more effective. Contact us to find out more about how LearnExperts can improve learning transfer within your organization.
