Assessing the level of transfer in both public and private organizations is increasingly becoming necessary as a means of determining employee productivity and efficiency. In 2000 Holton and others came up with training transfer system inventory as a tool to predict transfer. He asserted that the success or failure of training transfer in an organization depends on the learning transfer system which are: Trainee characteristics, training design and work environment. However, it is important to note that these factors are viewed differently according demographic characteristics, context and time span taken after the training. The purpose of this study was to analyze the drivers that lead to the transfer of agricultural risk management practices among agricultural extension staff in Uganda who were trained by the Ugandan Ministry of Agriculture Animal Industry and Fisheries (MAAIF) so as to build their capacity to train smallholder farmers to manage the agricultural risks that have for long affected productivity. There was need to determine the extent to which the trainees were able to transfer the skill gained in Agriculture Risk Management (ARM) training back to their work environment. A total number of 281 were interviewed on their last day of training. Showed that perceived content validity, opportunity to use, readiness to learn, transfer effort performance expectation, and training design, had a significant impact on agricultural risk management transfer. Extension worker trainers, decision makers/facilitators, and other actors in the extension system should pay particular attention to the factors reported here as important to agricultural risk management training transfer. Furthermore, the LTSI has been proved to be effective in evaluating agricultural risk management training.
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