Traditionally, transfer of learning has been a concern only during coursework. It has become clear, however, that there are a number of transfer enhancement strategies that educators and trainers can successfully implement before, during, and after organized learning experiences. Even before training begins, trainers can begin to enhance their students' ability to transfer their training by collecting baseline information concerning (1) the labor needs of the organizations whose employees will receive the training and (2) the skill deficits of the same employees. Such information can be collected from advisory groups, needs assessments, task analyses, and interviews with supervisors and training program participants. Transfer-of-training strategies for use during training include involving participants in the learning process, providing adequate time for practice and feedback, incorporating real work as a part of training sessions in the form of case studies, encouraging co-workers to attend learning sessions, providing time for discussion concerning the debriefing of management about the session, and developing a backsliding prevention program. After the program is over, transfer of learning can be enhanced by sending out flyers highlighting strategies to participants and following up on participants and managers to assess the usefulness of the training program's content. Managers can enhance trainees' transfer of learning by reinforcing positive behavior, by using the jargon used in the learning event when communicating with employees, and by incorporating the results of learning events into performance appraisals. (MN)