Across the world, organizations develop strategies and devote long hours and efforts to training individuals in the workplace. Companies are trying to increase interest in professional development to increase employee performance through training. Around $100 billion is spent each year training employees around the world to improve business performance in areas such as communications, sales, performance management, operations and technology, with very little impact (Jaidev & Chirayath, 2012). The concept of transfer training used in organizations is commonly used in businesses today. This article will discuss the concept of transferring training strengths and weaknesses and how trainers can use it in the workplace more effectively. Training is an intervention used by many human resources departments (HRDs) to improve performance and develop knowledge, skills and abilities at work (Prieto and Phipps, 2011). However, training often fails to produce the desired and expected results. Organizations must design and implement training programs as efficiently as possible and be aware of the factors that contribute to training effectiveness. Companies wishing to improve the return on investment (ROI) of learning and training must understand all factors affecting transfer training and intervene to minimize the factors that hinder transfer (Saks and Burke, 2012). Transfer training is defined as the extent to which what is learned in training is applied in the workplace and improves job-related performance (Laker and Powell, 2011). The trainee must apply the learning and skills and behaviors acquired during training to the work environment (Saks and 2012). Interns continually apply new knowledge and skills in different job situations to improve their job performance...... middle of paper ......, & Phipps, SA (2011). Self-monitoring and organizational identification as moderators of the effects of proactive personality on the transfer of learning to the workplace: a theoretical investigation. International Journal of Management, 28(2), 509-518. Saks, A.M. and Burke, L.A. (2012). An investigation into the relationship between training evaluation and training transfer. International Journal of Training and Development, 16(2), 118-127. Scott, J.C. and Reynolds, D.H. (2010). Workplace Assessment Handbook: Evidence-Based Practices for Organizational Talent Selection and Development. New York, NY: WileyZinke, K., Zeintl, M., Rose, N.S., Putzmann, J., Pydde, A., & Kliegel, M. (2014). Working memory training and transfer in older adults: Effects of age, baseline performance, and training gains. Developmental Psychology, 50(1), 304-315. doi:10.1037/a0032982