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To provide high-quality care, it is important that nurses continue to develop themselves. They do this, among other things, through additional training, also known as Continuing Professional Development (CPD). However, knowledge and skills acquired in training by nurses, are not always applied in practice. This process is called ‘training transfer’. Three key factors influence training transfer: personal factors (such as motivation), training-related factors (such as the content of the training), and factors related to the work environment (such as support from colleagues). Given the current challenges in healthcare—such as high workload, extensive administrative tasks, and a shortage of nurses—it is urgent that acquired knowledge is applied in practice. 

The results led to three important recommendations to ensure that knowledge and skills acquired in training are actually applied in practice: 1) it is important that managers, educational experts, and nurses collaborate more closely; 2) use an instrument to map the factors affecting training transfer; 3) tailor training to the needs and preferences of different groups of nurses.

Our research shows that there is no one-size-fits-all approach. By better addressing these differences and strengthening collaboration within the organization, we can make learning in healthcare truly more effective—and thereby improve the quality of care.