Journal ArticleDOI
Decoding training effectiveness: the role of organisational factors
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TLDR
In this article, a conceptual model based on previous research work is hypothesised and tested to examine various organisational factors, which have not been studied sufficiently, that influence training transfer, and the authors found that training transfer climate, training awareness, participation and involvement in training decision and training assessment mechanism were found to be positively and significantly related to perceived training transfer.Abstract:
Organisations invest heavily in training and development initiatives (Miller, 2012). However, a small percentage of what is learnt by the trainees from training gets transferred to the job (Mackay, 2007). The purpose of this study is to extend previous findings and examine various organisational factors, which have not been studied sufficiently, that influence training transfer.,A conceptual model based on previous research work is hypothesised and tested. The sample included 123 full-time employees working at one of the major public sector organisations operating in India.,The result suggested that training transfer climate, training awareness, participation and involvement in training decision and training assessment mechanism were found to be positively and significantly related to perceived training transfer.,Typical limitations consistent with self-report measures (e.g. social desirability) apply to this study as well. Another limitation was the small sample size. Future studies should assess a large sample size. Future research may assess the extent to which not only trainees but also other training stakeholders, such as trainers and supervisors, feel accountable and responsible for training and its transfer. This would provide a stronger test of the accountability hypothesis. It would also be worthwhile to study the type of evaluation/assessment mechanism that would be more appropriate for training transfer.,Organisations should take care of these organisational factors for increasing the transfer of training at the workplace. Organisations can have better control over these factors compared to individual-related variables. Future research studies may also look at the role of evaluation/assessment feedback in training transfer. Finally, the mediating or moderating role of some of the organisational factors can also be considered for future research work.,This study is an attempt to add value to the present literature on training transfer by focusing on organisational factors. Most factors studied were neglected by previous research studies. Hence, this is a moderate attempt to add to the transfer of training literature.read more
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References
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Journal ArticleDOI
An investigation of training activities and transfer of training in organizations
Alan M. Saks,Monica Belcourt +1 more
TL;DR: In this paper, the authors investigate the extent to which organizations implement training activities for facilitating the transfer of training before, during, and after training and the relationship between these activities and the transfer across organizations.
Journal ArticleDOI
Correlates and perceived outcomes of four types of employee development activity.
TL;DR: Overall job satisfaction and organizational commitment were significantly associated with prior participation in required training courses and work-based development activity, but voluntary learning in one's own time was completely unrelated to these work attitudes.
Journal ArticleDOI
The differences between hard and soft skills and their relative impact on training transfer
Dennis R. Laker,Jimmy Lee Powell +1 more
TL;DR: The authors discusses differences that are hypothesized to exist between hard-technical and soft-intrapersonal and interpersonal skills training that they believe impact the degree of training transfer achieved and argues that differentiating between hard and soft skills may add greatly to our understanding of the training transfer and additional ways of its facilitation.
Journal ArticleDOI
Factors Affecting Motivation to Transfer Training.
TL;DR: In this paper, the authors examined the relationship of motivation to transfer skills and knowledge learned in a computer-based training program with five groups of variables: individual or general attitudes, situational specific attitudes, reactions, learning, and work environment factors.
Journal ArticleDOI
Shared influence and organizational behavior: A meta-analysis of situational variables expected to moderate participation-outcome relationships.
TL;DR: In this paper, a meta-analysis of the effects of four situational moderators on relationships between participation and five outcomes was performed, based on 118 correlation coefficients, which indicated that, wi
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