All over the world, organizations are developing strategies and dedicating long hours and effort to training individuals on the job. Companies are trying to improve interest in professional development to increase employee performance through training. Approximately $100 billion is spent annually training employees worldwide to improve business performance in topics such as communication, sales, performance management, operations, and technology with very limited impact (Jaidev & Chirayath, 2012). The concept of transfer training used in organizations is commonly used in businesses today. This document will discuss the concept of transfer of training strengths and weaknesses and how trainers can use it in the workplace more effectively. Training is an intervention used by many human resources (HRD) departments to improve performance and develop knowledge, skills, and abilities on the job (Prieto & Phipps, 2011). However, training often fails to deliver the desired and expected results. Organizations must design and implement training programs in the most effective way and understand the factors that contribute to training effectiveness. Companies that want to improve their return on investment (ROI) from learning and training must understand all the factors that influence transfer training and take action to minimize the factors that inhibit transfer (Saks & Burke, 2012). Transfer training is defined as the extent to which what is learned in the training is applied in the workplace and improves job performance (Laker & Powell, 2011). The trainee must apply the skills and behaviors learned and trained from the training to the work environment (Saks & 2012). Trainees continually apply new knowledge and skills in different work situations to improve job performance...... middle of paper ......, & Phipps, S.A. (2011). Self-monitoring and organizational identification as moderators of the effects of proactive personality on workplace learning transfer: A theoretical investigation. International Journal of Management, 28(2), 509-518. Saks, A. M., & Burke, L. A. (2012). An investigation of the relationship between formative assessment and training transfer. International Journal of Training and Development, 16(2), 118-127.Scott, J.C. & Reynolds, D.H. (2010). Workplace assessment handbook: Evidence-based practices for selecting and developing organizational talent. New York, NY: WileyZinke, K., Zeintl, M., Rose, N.S., Putzmann, J., Pydde, A., & Kliegel, M. (2014). Training and working memory transfer in older adults: Effects of age, baseline performance, and training gains. Developmental Psychology, 50(1), 304-315. doi:10.1037/a0032982