Abstract
<p>The purpose of this paper is to explore the extent of training transfer climate prevailing in Indian organizations and find out the differences in the perception of employees based on organizational and respondents’ characteristics. The data collected from 2,778 employees working in 70 different organizations across India using a survey questionnaire formed the basis for analysis. The study found that the overall training transfer climate prevailing in India was moderate, leaving a room for improvement, particularly in the areas, supervisor sanctions and positive personal outcomes when learning is transferred on the job. It further found that the companies in the service sector, privately owned joint ventures, Indian multinational companies and small organizations could do better in creating transfer climate than their counterparts. Further, it was found that the higher the levels of education, the higher the perception of transfer climate. Also, the higher the experience, the higher the perception of transfer climate.</p>
Highlights
Nowadays, organizations are attempting to capitalize on training initiatives to move their strategic agendas forward
A questionnaire was developed on training transfer climate replicating the validated instrument of Holton et al (1997) because transfer climate is an outcome similar to psychological climate, rather than a shared or consensus-based phenomenon
The questionnaire was administered on 3000 employees working in 70 organizations across India representing different types of business and ownership-based convenience sampling method consisting of 2,778 usable filled-in questionnaires which were received from these organisations
Summary
Organizations are attempting to capitalize on training initiatives to move their strategic agendas forward. These initiatives require that the individuals participating in training take new knowledge back to the workplace and apply what they have learned (John-Paul Hatala & Fleming, 2007). One of the major factors that affect application of learning on the job is the work environment (Baldwin & Ford, 1988). Even when learning occurs during training, the transfer climate may either support or inhibit its application on the job (Mathieu, Tannenbaum, & Salas, 1992). An organization’s training climate is instrumental in preparing individuals for formal development activities and achieving the desired learning objectives (Tracey, Hinkin, Tannenbaum, & Mathieu, 2001). This paper makes an attempt to assess the training transfer climate in different organizations across India and thereby find out the differences based on organizational and respondents’ characteristics
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