Abstract
BackgroundThere is a growing recognition that training is not translated into performance and the ‘transfer problem’ exists in organization training today. Although factors contributing to training transfer have been identified in business and industry, the factors influencing training transfer in nursing profession remain less clear.MethodsA qualitative descriptive study was undertaken in two tertiary referral hospitals in China from February 2013 to September 2013. Purposeful sampling of 24 nursing staffs were interviewed about the factors influencing training transfer.ResultsSeven themes evolved from the analysis, categorized in 4 main domains, which described the factors influencing training transfer in nursing profession in trainee characteristics, training design, work environment and profession domain. The trainee characteristics domain included attitude and ability. The training design domain included training content and instruction method. The work environment domain included supports as facilitators and opposition as hindrance. The theme pertaining to the profession domain was professional development.ConclusionsHealth care managers need to understand the factors influencing training transfer for maximizing the benefits of training. The right beliefs and values about training, the rigorous employee selection for training, the relevance of training content, training instructions facilitating learning and transfer, supports from peer, supervisors and the organization, organizational culture such as change, sharing, learning and support, and professional development are key to successful training transfer. Furthermore, managers should be aware of the opposition from co-workers and find ways to prevent it.
Highlights
There is a growing recognition that training is not translated into performance and the ‘transfer problem’ exists in organization training today
Domain a: Trainee characteristics Theme 1: Attitude Participants mentioned that the attitude of trainees toward whether or not using the training content in the practice affected training transfer
As we identified in this study, some trainees did not want to apply what they learned in training for the purpose of monopoly and competitiveness edge, hindered the transfer of training (TOT): “I once sent a nurse to learn the skills of tracheotomy care from another hospital, she told me there were nothing new, but later I knew she lied and I asked why....She didn’t want to utilize the skills and knowledge learned in training setting to the workplace
Summary
There is a growing recognition that training is not translated into performance and the ‘transfer problem’ exists in organization training today. Factors contributing to training transfer have been identified in business and industry, the factors influencing training transfer in nursing profession remain less clear. Training in work organizations produces clear benefits for individuals, teams, organizations, and society [1, 2]. Effective training can facilitate the improvement of human capital [3], which means the promotion of nurses’ competency in nursing profession and links to the safety of patients and the ultimate goal of improving delivery of health care. A poorly trained workforce can lead to errors, injuries and even legal issues, all of which can be extremely costly [4].Within the ever-changing healthcare system, health care professionals have always been encouraged to update their knowledge and maintain clinical competence.
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