Synergetic effects of training and training transfer factors in organisations

2012 ◽  
Vol 6 (3) ◽  
pp. 212 ◽  
Author(s):  
Valerij Dermol
Keyword(s):  
Training Transfer ◽  
Transfer Factors ◽  
Synergetic Effects ◽  
And Training

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 ◽  
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. 

Understanding the Process of Transfer of Training in a Military Context

2017 ◽  
Vol 19 (1) ◽  
pp. 101-112 ◽  
Author(s):  
Khalil Dirani
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Transfer Of Training ◽  
Learning Transfer ◽  
Military Training ◽  
Training Transfer ◽  
Transfer Factors ◽  
Factors Affecting ◽  
Civilian Workforce ◽  
Transfer Models

The Problem The learning transfer literature is mainly concerned with understanding what transfer of learning is, factors affecting the transfer, and measurements of transfer factors. Researchers have identified variables likely to foster transfer such as supervisor and peer support, role ambiguity, negative change, job stress, intrinsic and extrinsic incentives, relevance of training content, goal-setting posttraining interventions, and self-efficacy, among others. Traditional learning transfer models such as Baldwin and Ford model or the Learning Transfer System Inventory (LTSI) are frequently used to measure factors affecting transfer of training and to help human resource development (HRD) practitioners move beyond the question of whether training works to why training works. Transfer models over the past 20 years have been used to assess transfer systems, including factors at the individual, group, and organization levels, that influence transfer of training to job performance. However, little space has been dedicated to the process of transfer and factors associated to transfer in a military context, and little attention has been given to understanding other factors, not included in traditional transfer models in assisting veterans’ transition from the military to civilian workforce. The Solution This work used self-reported data from military-turned-civilian employees who were interviewed to understand the process of training transfer and to learn about the extent they were able to transfer the skills and knowledge learned in military training to their workplace. The study explored factors likely to influence training transfer from military learning cultures to civilian organizations. Results provided a better understanding on how HRD scholars and practitioners can work with, and prepare, individuals to successfully transition from a military life to the civilian workforce. A variety of individual and organizational themes emerged from the data analysis including factors such as adult learning principles, motivation to transfer, individual and organizational engagement, and roles of veterans, peers, and supervisors. The Stakeholders Human resource and organization developers working with military contexts will find this information particularly useful as well as scholars interested in investigating the transfer of training framework.

Training transfer intention and training effectiveness

2017 ◽  
Vol 25 (5) ◽  
pp. 839-860 ◽  
Author(s):  
Abdullah Al-Swidi ◽  
Mohammed Al Yahya
Keyword(s):  
Learning Style ◽  
Structural Equation ◽  
Group Analysis ◽  
Training Transfer ◽  
Training Programme ◽  
Training Effectiveness ◽  
Critical Determinant ◽  
Content Type ◽  
Males And Females ◽  
And Training

Purpose The purpose of this study is to further the current research on the topic of the intention to transfer training and training effectiveness by examining the gender-related training intention and work behaviour differences. Design/methodology/approach To assess the gender-related behavioural differences, a quantitative approach using surveys from employees in Saudi universities. Using the structural equation modelling multi-group analysis approach, this study analysed the data collected from 389 individuals, comprising 186 males and 153 females. Group invariance analysis was conducted before the hypotheses were tested. Findings The results showed that learning style and supervisor support are critical determinants of training transfer intention and the latter is critical determinant of training effectiveness across samples of males and females. Moreover, the variance explained by the model in the male sample was found to be more than that of the female sample. Interestingly, males are found to be different than females in their perception that the training effectiveness is determined by the learning style. Practical implications Findings suggest that both the learning style of employees should be considered when designing a training programme and a proper support to employees should be provided by their supervisors to get the best of training investment. This may guide decision-makers to enhance training effectiveness. Originality/value The majority of the studies concerning training effectiveness has overlooked its antecedents and much in-depth scholarly research endeavours are still required. This study attempted to provide valuable insights of the antecedents and consequences of training transfer intention and how this structure differs between males and females in a developing country context.

scholarly journals A Review of the Linkage between Supervisory Support and Training Transfer

2017 ◽  
Vol 9 (1-3) ◽  
Author(s):  
Gan Jen Ling ◽  
Halimah M. Yusof
Keyword(s):  
Training Transfer ◽  
Supervisory Support ◽  
Future Studies ◽  
The Past ◽  
And Training

This article reviewed past studies that were carried out in the past decades (2002-2015) on the linkage between supervisory support and training transfer. Most of the organizations have invested billions of dollars onto training. However, training transfer is still in unsatisfactory status. Supervisory support is recognized as one of the aspect that could have an effect on training transfer. However, the importance of supervisory support in training transfer has been overlooked in the past studies. Thus, this paper intends to highlight the needs to make further investigations on the linkage between these two variables. Some suggestions were provided for future studies.  

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