Training is an intervention used by many Human Resources Departments (HRD) to improve performance and develop knowledge, skills, and abilities on the job (Prieto & Phipps, 2011). However, training often fails to deliver the desired and expected outcome. Organizations must design and implement training programs in the most effective manner and know the factors that contribute to training effectiveness. Firms wishing to enhance Return on Investment (ROI) from learning and training must understand all the factors affecting transfer training and intervene to minimize factors inhibiting transfer (Saks & Burke, 2012).
Transfer training is defined as the extent to which what is learned in training is applied on the job and enhances job related performance (Laker & Powell, 2011). Trainee must apply the learning and trained skills and behaviors from the training to the work environment (Saks & 2012). Trainees continuously apply new knowledge and skills in different job situations to enhance job performan...
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..., & Phipps, S. A. (2011). Self-monitoring and organizational identification as moderators of the effects of proactive personality on the transfer of learning in the workplace: A theoretical inquiry. International Journal of Management, 28(2), 509-518.
Saks, A. M., & Burke, L. A. (2012). An investigation into the relationship between training evaluation and the transfer of training. International Journal of Training & Development, 16(2), 118-127.
Scott, J.C. & Reynolds, D.H. (2010). Handbook of workplace assessment: Evidence-based practices for selecting and developing organizational talent. New York, NY: Wiley
Zinke, K., Zeintl, M., Rose, N. S., Putzmann, J., Pydde, A., & Kliegel, M. (2014). Working memory training and transfer in older adults: Effects of age, baseline performance, and training gains. Developmental Psychology, 50(1), 304-315. doi:10.1037/a0032982
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