Employee Readiness, Training Design and Work Environment in Influencing Training Transfer Among Academic Staffs of Uitm

2017 ◽  
Vol 7 (10) ◽  
Author(s):  
Nik Sarina Nik Md Salleh ◽  
Wan Abd Aziz Wan Mohd Amin ◽  
Ibrahim Mamat
Keyword(s):  
Work Environment ◽  
Training Transfer ◽  
Training Design

Work Environment Factors Affecting the Transfer of Training in Female Workers in the Apparel Sector of Sri Lanka

2019 ◽  
pp. 105-137
Author(s):  
Sayuri Piyumindi Wijekoon
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Transfer Of Training ◽  
Training Transfer ◽  
Training Data ◽  
Apparel Manufacturing ◽  
Factors Affecting ◽  
Environment Factors ◽  
Female Workers ◽  
Work Environment Factors

With the increased investment in training and development initiatives, the organizations wishing to enhance their return on investment must understand the factors that influence transfer of training. This research analyzes the impact of the work environment factors on the transfer of training. Data were garnered through a questionnaire from a sample of 100 female workers in an apparel manufacturing company in Sri Lanka. Partial least squares structural equations modeling was used to analyze the proposed model and it could achieve the coefficient of prediction (R2) of transfer of training as high as 82%, implying the significance of supervisor support, peer support, openness to change, and personal outcomes – positive on transfer of training, while feedback reported no significant impact. Further, positive personal outcomes had the strongest influence on transfer of training. Therefore, practitioners should take into account the contributions associated with each environmental factor and especially to ensure that training transfer outcomes are positive and valued by the employees.

scholarly journals EFFECTS OF WORK ENVIRONMENT ON STAFF TRAINING TRANSFER IN GHANAIAN TECHNOLOGY UNIVERSITIES AND POLYTECHNICS

2021 ◽  
pp. 18-23
Author(s):  
ROBERT APPIAH ◽  
SIMON-PETER KAFUI AHETO
Keyword(s):  
Work Environment ◽  
Staff Training ◽  
Academic Staff ◽  
Item Analysis ◽  
Training Transfer ◽  
Structured Interview ◽  
Middle Level ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
Training Programmes

This study sought to determine the effect of post-training work environment on the transfer of middle-level staff competencies from 2 technical universities and 2 polytechnics in the northern sector of Ghana. The mixed study was sequential explanatory research. Respondents were drawn from the Netherlands Programme for Post-Secondary Education and Training Capacity (NPT/GHA) 45 leadership and management capacity building project for the middle-level technical universities and polytechnics staff. A 5-point Likert scale questionnaire and a semi-structured interview guide were used to gather data from respondents made up of 24 (58.5%) academic staff and 17 (41.5%) administrative staff totaling 41 respondents for the study. The closed-ended items were analysed using statistical product and service solutions version 19 and results reported using means and standard deviations. Open-ended items were thematically analysed to support results from the closed-ended item analysis. The results revealed that respondents found the relevance of staff training, learned new things and noticed an improvement in their competencies for their career prospects. However, the perception of the respondents pointed to the fact that there was little or no support from colleagues in transferring the competencies acquired from training. The study also revealed that respondents had low motivation to transfer training competencies. Since technical universities and polytechnics produce critical human resources for the industry, the post-training work environment was critical for staff training transfer with many implications for the management, leadership, growth and development of the institutions. The study recommended that training programmes should be aligned with the institutional vision, mission and goals. Again, resources committed to staff training should also budget for enhancements of the work environment to accommodate training transfer using modern technologies.

scholarly journals Impact of Active Learning Training Design on Self Efficacy Levels of Participants

2019 ◽  
Vol 8 (4) ◽  
pp. 5914-5921
Keyword(s):  
Active Learning ◽  
Learning Environment ◽  
Self Efficacy ◽  
Training Evaluation ◽  
Training Transfer ◽  
Training Methods ◽  
Learning Design ◽  
Training Design ◽  
The Relationship ◽  
Training Modules

Training evaluation and the need for effective and efficient training methods have always been the focus of researchers and practitioners alike. This search was further fuelled by the creation and identification of theories in the area of learning. Organizational researchers have been constantly borrowing from the fields of Academics in the hopes of identifying what would work best for their people. While adoption of theories has been accepted and encouraged, the understanding of the effects of the new ‘Learner centric’ approaches is still incomplete. The current study attempts to evaluate one proposed outcome of Self-efficacy. Literature in the area of Self-efficacy has linked the concept to training transfer. In the current study, the researchers attempt to understand the relationship between Active Learning design and Self-efficacy. The findings of the study suggest that this relationship is significant and must be considered while planning and designing training modules. The researchers also propose an equation to predict the levels of self-efficacy in the participants, given the level of participation, quality and timeliness of feedback and the learning environment.

scholarly journals Training Transfer and Transfer Motivation: The Influence of Individual, Environmental, Situational, Training Design, and Affective Reaction Factors

2014 ◽  
Vol 27 (1) ◽  
pp. 51-82 ◽  
Author(s):  
Muhammad Awais Bhatti ◽  
Sharrifah Ali ◽  
Mohd Faizal Mohd Isa ◽  
Mohamed Mohamed Battour
Keyword(s):  
Training Transfer ◽  
Training Design ◽  
Affective Reaction

The Influencing Factors of Transfer of Training among the Academic Staff of UiTM

2018 ◽  
Vol 7 (4.34) ◽  
pp. 417
Author(s):  
N. S. Nik Md Salleh ◽  
W. A. A. Wan Mohd Amin ◽  
I. Mamat ◽  
S. Mat Zin ◽  
M. Mamat ◽  
...  
Keyword(s):  
Work Environment ◽  
Transfer Of Training ◽  
Academic Staff ◽  
Partial Least Square ◽  
Least Square ◽  
Error Management ◽  
Training Design ◽  
Design Work ◽  
Design Error ◽  
Motivation To Transfer

This study examined the relationships between employee readiness (attitude, organisational commitment, abilities and motivation to learn), training design (error management and perceived importance), work environment (supervisor’s role and opportunity to use) and transfer of training among the academic staff of UiTM. This study also aimed to determine if motivation to transfer mediates the relationships between employee readiness, training design, work environment and transfer of training. By using the Structural Equation Model – Partial Least Square (SEM-PLS) for the final analysis, the results found that abilities, error management, supervisor’s role and opportunity to use had significant and positive relationships with transfer of training. The study also confirmed the mediating effects of motivation to transfer between error management, opportunity to use and transfer of training.  

Transfer as a two‐way process: testing a model

2009 ◽  
Vol 33 (1) ◽  
pp. 52-68 ◽  
Author(s):  
Rita Vermeulen ◽  
Wilfried Admiraal
Keyword(s):  
Training Transfer ◽  
Self Report ◽  
Exploratory Research ◽  
Training Design ◽  
Process Data ◽  
Content Type ◽  
Report Data ◽  
Self Report Data ◽  
And Performance ◽  
One Year

PurposeThe purpose of this exploratory research is to test the model of training transfer as a two‐way process.Design/methodology/approachBased on self‐report data gathered from 58 to 44 respondents in a field experiment, it is argued that there is not just learning in the context of training and not just application in the context of work. For training design may ask for performance during training, and data show significant further learning of skills in the context of work.FindingsThe overall results of the data analysis suggest support for transfer as a two‐way process. Data show a dip in transfer in the first interval, three weeks after training. In the longer term (one year), transfer restored significantly.Practical implicationsDiscusses how to combine learning and performance, in the training context and the work context.Originality/valueThe usual view of transfer is one‐way (from training to work; from learning to application), while transfer may be a two‐way process. A presented model is put to the test.

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