Transfer of Training
Researchers have defined transfer of training as the degree to which the trainee applies what he has learned from a particular training. In other words, it can be stated as the degree to which the behavior is repeated by the trainees in the new situation. Transfer of training usually refers to the application of the trained knowledge, skills and attitude back o the job. Experts from different fields have defined transfer of training in similar but slightly different ways but the common theme of all the definition is focused on application of the newly learned KSA’s acquired in one context to another context (UNDP, 2006).
As the business environment is getting challenging day by day so organizations are investing billions of dollars in this area of trailing and development and their main concern is to improve the individual and the organizations performance. Recent estimates shows that around $55.3 billion to $200 billion are being invested in the training and development area so this investment has not only increased the interest in the training but also there is a growing concern in the organizations that these investments must be justified in terms of improvement in the organizational performance i.e. increased productivity, reduced error and improved market share (A.Cannon-Bowers, 2001).
Literature shows that there are different types of transfer of learning and awareness of such types can help the organization in deciding that what transfer objectives they are trying to achieve and can design their training program accordingly. One of the popular types of TOT is near vs. far learning. Barnard and Jacobs (2007) refer near transfer as the application of the learning to the similar situation in which the tr...
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...e it is the person’s own judgment about his / her competency to perform certain task. If the trainee’s appraisal of their own abilities is high, they will be motivated to attend to learn something new because they have internal belief that they can implement that new learning to their work and this will increase their work performance (Gist, 1989).
Literature suggests that individual characteristics are very important factor while dealing with the transfer problem and the challenges of transfer of training. Because it has been argued that motivation to transfer and motivation learn is dependent on these individual characteristics. However in some studies motivation is part of an individual characteristic that must be considered for the transfer of learning. But the major crux of all the studies is that motivation has the key role to pay in the transfer of learning.
The most common ways of transferring the information across is through the program itself, learning the process, and the reward and punishment aspect of the program (Nel, Nel, du Plessis, 2011). Culture are rites and rituals performed within an organization; this should be reflected in the company’s code of ethics (Nel, Nel, du Plessis, 2011). The training helps to incorporate the ethical decision making that is accurate to the standard of the company (Nel, Nel, du Plessis,
Investments in training and development are linked with a range of organisational and individual benefits, such as being a major determinant of economic growth and organisational performance (Santos and Stuart 2003). According to Pigors and Myers (1977), training is very essential to organisations...
The topic selected for the final project assignment is titled: Is cross-training the answer? Cross-training is popular among industries such as businesses, armed forces, manufacturing institutions and other organizations who employ individuals with specialized skills. Cross-training allow individuals to acquire skills in other departments or units. Additionally, cross-training offers flexibility in the development of work schedules as employees who are proficient in other departments can easily cover sick days, vacations, maternity time off and emergency absences. Cross-training also serves as morale booster for employees as they gain additional skills and confidence in their abilities. Employee may feel prosperous, successful and valued. Although cross-training may initially create an expense by paying additional time for staff development and training, this strategy will be cost effective in a long term as it helps reduce overtime wages and reduce the additional expenses caused by contracting external staffing agencies.
For starters, the timing of trainings did not occur when they would have been of the most benefit to trainees. Oftentimes, trainings were scheduled three or more months after the coinciding phase was already in progress; this made for inaccurate and poorly disseminated information from employees to survivors. Secondly, the delivery of training was not adequate in allowing skills learned to be appropriately transferred in the field. Most trainings were crammed into a day or a day and a half, which resulted in important concepts being skimpily covered or simply skipped altogether. Lastly, the work environment was not conducive to transferring of training. The administrative and supervisory staff were not supportive in encouraging or reinforcing skills and competencies taught in trainings. According to Nazli et al (2015, p. 56), social support is one of the strong relationships in the transfer of training and without encouragement from the supervisor, employees become less enthusiastic in performing their duties and lack to transfer training into the
Training should be interactive and motivating, and equal opportunities should be given to the employees to raise their questions. After the training employees should find themselves more comfortable and more motivated. Means training should be used as an incentive for raising employees’ confidence. Employee training pays off the cost and efforts of the organization, but slowly and gradually. This is the reason that leaders with acute business vision and acumen never lose patience, and they continuously invest in employee training for guaranteed results in the near
Training and development are perfect opportunities to expand knowledge, improve weaknesses, performance and overall employee satisfaction. While the benefits of training and development programs are positive, there are different learning approaches and techniques for each training situation. Below I will address whether pedagogical or andragogical will be the most effective for the following training
Training and Development- Training is a part of enticements given to the workers in order to develop and grow them. Training is given according to the nature of activities. Along with this training too, the workers are advanced by providing them extra benefits of in-depth information of their functional
Having a training program and utilizing it correctly will help your business grow and be successful. Your employees are the ones who come to work every day and you must invest in them. Give your employees the tools to be successful and grow into their career. All managers should be on-board and show the managers your results of training, because then they know how their employees are progressing.
Nevertheless, in today’s challenging business environment the possession of subject skills alone is no longer sufficient for a new graduate in meeting employer requirements; increasingly it is necessary for them to gain transferable skills which
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
From the results of performance assessment, that participants who had been trained in PT XXX Industri (Persero) in 2013 as many as 221 people, while the number of employees there were 487 people, employees still consider trivial due to the presence of training activities and training considered equal to delay the work, so that employees training less enthusiastic or even not attend the training. Then the employees who work in the field sometimes it is hard to keep up the training so that the work unit to call someone else to replace. Training should provide employees to better understand and enhance knowledge and practice knowledge that can support their work and produce better performance. It is expected that all employees will be able to follow the appropriate competency training in order to improve its
How will the training and development programs move the employees closer to the organisation’s goal?
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Success of Knowledge Transfer in an organization is dependent on the efficient transfer and use of knowledge. Employees need specific skills and knowledge to effectively perform their functions.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.