In the era of competitive industrial time and globalization, enterprises need to have a competent, technologically "up to date," motivated and engaged workforce to maximize productivity. Therefore, in the current socio-economic industrial culture, enterprises are encouraged to be motivated to invest in employee training and development. Scholarly research in the business world have already emphasized on the robust association between learning opportunities for employees leading to their performance improvements. According to studies, businesses that have survived, understood, and learned the prospects of training and its long-term implications for business productivity. But even when the issues of providing training were resolved, that also brought the question of application of the training at the workplace by the employees that may be defined as the term "training transfer." Training transfer by employees is essential for the investment return that was aimed to have higher productivity and profit for organizations. If there is a failure of training transfer through proper implementation of the newly acquired knowledge and learnings, not only the performance stays in the pre-training level, but also there is no investment return for the organization. Many organizations are suffering losses due to failing to implement training transfer adequately in the organization. Therefore, it is essential to ensure proper application of transfer training to secure investment resulting in higher job performance and productivity. That requires a good quality of supervisory support, perceived utility, and higher education. The study discusses both theoretical and practical implications for the organizational stakeholders for better job performances.
Minnesota—too late for a Sovereign Wealth Fund?
