So much of the success of learning transfer is based on what people do after the formal training, when they return to their work context. This means that you, as a learning designer, must understand their work context at a detailed level.
You must understand their working lives.
• Do they have IT access?
• Can they get quiet time?
• What could be a reasonable unit of undisturbed time?
• How are they rostered on shifts or time zones?
• Can they schedule stuff ahead of time?
• Are their jobs mostly reactive?
• Blue collar/white collar?
• What would colleagues think of them practising learning activities during the day?
• Do they tend to put in extra time, and is it paid or unpaid?
• What support will they get from their manager and colleagues?
• If they are delegated tasks, what are the consequences of not doing those tasks?
In essence, you must find out how the work culture in their area of the organisation responds to training and learning initiatives.
Is it friendly?
I hope so.
My best wishes, Paul
