Which of the following is NOT a factor influencing transfer of training to on-the-job performance?

• A. Supervisor support
• B. Opportunity to practice
• C. Job relevance
• D. Access to coffee breaks

Answer: (D)

Transfer of training relies on factors that help you actually use what you learned on the job. Supervisor support matters because when a manager encourages you, provides guidance, and removes obstacles, you’re more likely to apply new skills rather than revert to old habits. An opportunity to practice is essential because repetition and feedback reinforce how to perform tasks correctly, making the new behaviors stick under real working conditions. Job relevance is crucial because when the training content clearly maps to your actual tasks and performance goals, you see the value in applying it and stay motivated to transfer it.

Access to coffee breaks, while important for comfort and morale, does not directly influence whether training is transferred to on-the-job performance. It doesn’t predict whether the learned skills will be used. So this is not a factor in transfer.