The purpose of this exploratory research is to test the model of training transfer as a two‐way process.
Based on self‐report data gathered from 58 to 44 respondents in a field experiment, it is argued that there is not just learning in the context of training and not just application in the context of work. For training design may ask for performance during training, and data show significant further learning of skills in the context of work.
The overall results of the data analysis suggest support for transfer as a two‐way process. Data show a dip in transfer in the first interval, three weeks after training. In the longer term (one year), transfer restored significantly.
Discusses how to combine learning and performance, in the training context and the work context.
The usual view of transfer is one‐way (from training to work; from learning to application), while transfer may be a two‐way process. A presented model is put to the test.
