A Systemic Perspective of Training Transfer

Knowledge and skills have become the most crucial resource capital which enables organizations to survive in the ever changing business environment. One of the common strategies for organizations to increase their performance and productivity is through training and the main role of human resource development is to fulfil the needs of the organizations by providing employees with up to date expertise, information, knowledge and skills. Since huge financial investments and enormous time are allocated for training, organizations hope that the training will lead to the desired workoutcomes. However, this does not always happen. There is only a small percentage of training programs which had successfully shown lasting transferability to the workplace and this indicates thatunderstanding and improving the training transfer process is still a major concern for training researchers and practitioners. As training transfer is influenced by several variables at different levels of analysis, this study attempts to investigate the relationship between training transfer determinants, the involvement of different stakeholders and training activities in the training process. Specifically, this study investigates the influence of training transfer determinants on goal setting amongst small businesswomen. In addition, it will emphasize the roles of primary stakeholders in the social networkat different times during the training process towards achieving training transfer. Therefore, the framework postulates social networks as a moderating variable in enhancing training transfer andgoal setting amongst small businesswomen.

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THE RELATIONSHIP BETWEEN MANAGEMENT SUPPORT, TRAINING MOTIVATION, INTENTION TO TRANSFER, AFFECTIVE REACTION, UTILITY REACTION, SUPERVISOR SUPPORT, AND LEVEL III AND IV LEADERSHIP TRAINING TRANSFER: A CASE IN INDONESIAN MINISTRY OF FINANCE

INFO ARTHA ◽

10.31092/jia.v2i0.80 ◽

2017 ◽

Vol 2 ◽

pp. 1-19

Author(s):

Roby Syaiful Ubed

Keyword(s):

Training Transfer ◽

Hierarchical Regression ◽

Management Support ◽

Supervisory Support ◽

Affective Reaction ◽

Transfer Training ◽

Training Motivation ◽

Ministry Of Finance ◽

The Relationship ◽

And Training

The purpose of this research is to examine how training transfer is influenced by management support, training motivation, intention to transfer, affective reaction, utility reaction, supervisory support. To achieve this purpose, this study used the employees in Indonesian Ministry of Finance. A sample of 258 employees from level III and level IV leaders completed questionnaires that include measurements such as training motivation, supervisor supports, affective reaction, utility reaction, intention to transfer, training transfer, perceived training transfer, training retention, managerial transfer support, motivation to learn, training self-efficacy, and demographic characteristics. Hypothesis testing was done by using three steps of hierarchical regression analysis. The results of this study indicate that there are significantly positive relationships between the aforementioned independent variables and training transfer. Implications of this study were discussed.

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An exploration of the value profit chain for training transfer: a study of the relationship of workplace transfer climate to business goals and objectives in one firm

10.31274/rtd-180813-12636 ◽

2003 ◽

Author(s):

Erik Hoekstra

Keyword(s):

Training Transfer ◽

Business Goals ◽

Transfer Climate ◽

Relationship Of ◽

The Relationship ◽

Value Profit Chain ◽

Goals And Objectives

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Transfer of Training After an Organizational Intervention in Swedish Sports Clubs: A Self-Determination Theory Perspective

Journal of Sport and Exercise Psychology ◽

10.1123/jsep.2016-0084 ◽

2016 ◽

Vol 38 (5) ◽

pp. 493-504 ◽

Cited By ~ 2

Author(s):

Andreas Stenling ◽

Susanne Tafvelin

Keyword(s):

Leadership Development ◽

Training Program ◽

Transfer Of Training ◽

Development Program ◽

Training Model ◽

Training Transfer ◽

Self Determination Theory ◽

Self Determination ◽

Sports Clubs ◽

The Impact

Leadership development programs are common in sports, but seldom evaluated; hence, we have limited knowledge about what the participants actually learn and the impact these programs have on sports clubs’ daily operations. The purpose of the current study was to integrate a transfer of training model with self-determination theory to understand predictors of learning and training transfer, following a leadership development program among organizational leaders in Swedish sports clubs. Bayesian multilevel path analysis showed that autonomous motivation and an autonomy-supportive implementation of the program positively predicted near transfer (i.e., immediately after the training program) and that perceiving an autonomy-supportive climate in the sports club positively predicted far transfer (i.e., 1 year after the training program). This study extends previous research by integrating a transfer of training model with self-determination theory and identified important motivational factors that predict near and far training transfer.

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