Abstract
The concept of "transfer of training" is commonly used in Industrial and Organisational Psychology to refer to the application of knowledge and skills acquired during training to a targeted job or role. The importance of training transfer in imparting new knowledge, skills, or attitudes related to current job responsibilities undoubtedly can improve employee’s performance in the workplace. Previous studies have used different approaches to determine factors influencing the training transfer. As a result, more in-depth research about this relationship is required. Hence, this study intends to further investigate the influence of training design, individual characteristics, and work environment towards the transfer of training at a private a limited company in Johor Bahru. A total of 54 questionnaires were sent out, with 52 of them being completely returned. Structural equation modeling of partial least squares was used to analyze the data using SmartPLS 3.2.9. It was found that individual characteristics, training design, and work environment have a positive influence on training transfer. The three independent constructs substantially explain 46.1% of the variance for transfer of training. Therefore, 53.9% of the change in training transfer would be explained by other factors. The Human Resource Department is suggested to have a proper plan for effective transfer of training by blending the SMART Goal Training Setting, welcoming ideas from workers, and enriching top management commitments. Since the study focused on a single company, it is recommended to replicate the study across other entities as well as expanded to a specific industry.
Highlights
Training is the process of teaching and learning to deliver knowledge, skills, and attitudes related to existing job responsibilities (Masadeh, 2012)
The results showed that performance self-efficacy, performance feedback, transfer design, and training retention had a significant effect on training transfer
The inner path model was 0.461 for the quality endogenous latent construct. This indicate that the three independent constructs substantially explain 46.1% of the variance for transfer of training, which means that about 46.1% of the change in transfer training was due to training design, individual characteristics, and work environment constructs in the model
Summary
Training is the process of teaching and learning to deliver knowledge, skills, and attitudes related to existing job responsibilities (Masadeh, 2012). For training programs to be worth the investment, the top management must ensure that employees apply what has been taught in their work; this process is known as the transfer of training (Zahra et al, 2014). Both organizations and trainees devote a lot of time, exertion, and assets in business-related training where they expect to see the outcome to be applied in the work setting. It is important to properly plan the training design for the programs as it can influence the effectiveness of training transfer among employees. The training design should be properly planned as it will influence the transfer of training among employees
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Academic Research in Business and Social Sciences
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
