Transfer of training is applying knowledge and skills acquired during training to a targeted job or role. This is a term commonly used within industrial and organizational psychology. For example, after completing a safety course, transfer of training occurs when the employee uses learned safety behaviors in their work environment. Theoretically, transfer of training is a specific application of the theory of transfer of learning that describes the positive, zero, or negative performance outcomes of a training program. The positive transfer of training-- the increase in job performance attributed to training-- has become the goal of many organizations. Characteristics of trainees, the work environment, and training strategies contribute to this goal of positive transfer. Ultimately, transfer of training provides organizations with a method to evaluate training's effectiveness and identify areas for training's improvement. Types There are three types of transfer of training: Positive Transfer: Training increases performance in the targeted job or role. Positive transfer is the goal of most training programs. Negative Transfer: Training decreases performance in the targeted job or role. Zero Transfer: Training neither increases nor decreases performance in the targeted job or role. Model of transfer Baldwin and Ford (1988) is the most commonly cited model of transfer, which defines the transfer of training as the generalization and maintenance of material learned in training to the work environment. Within this model, the authors conceptualize transfer of training as a three-stage process. In the first stage, the inputs to training, including the training strategies, the work environment, and trainee characteristics are defined. Next, through the training process, these inputs generate training outputs in the form of learning and retention. Ultimately, transfer of training occurs in the final stage when learning and retention are generalized and maintained in the work environment. Using the training inputs defined in this model, psychological research has identified many factors that contribute to the positive transfer of training. Influences on positive transfer Within the current literature, there is a lack of consensus over what factors contribute to the positive transfer of training. However, across psychological research, the following factors have consistently impacted positive transfer. Trainee characteristics Cognitive Ability: Higher cognitive ability typically leads to higher levels of retention and generalization of learned material. Self-efficacy: Higher self-efficacy contributes to positive transfer through its influence on confidence and persistence. Motivation: Individuals with a higher motivation to learn tend to experience higher levels of positive transfer