Abstract
The main aim of the study is to investigate the relationship between factors that influence transfer of training among employees in Telekom Malaysia. Investment of time, efforts and money becomes returns and benefits to organization that provide training to employees. Past study reported that employees fail to transfer knowledge or what they have learned during training. A low motivation can affect the effectiveness of training transfer. Therefore, 148 participants who had undergone training were involved in the study. The questionnaire was used to collect data and 100% returned questionnaires were analyzed using SPSS. The results reveal that 62.5% of the variance in the transfer of training is explained by support, training design and motivation. Further discussion is shared in the article.
Highlights
Training is some form of investment to build effective employees
This study will try to deal with the extent of effectiveness of employees in transferring back the training that they’d gained/attended back at their workplace depends namely on three important factors. These identified factors are in essence; support, training design and motivation
Research Methodology The population in the study had consisted of a grand total of 240 employees who at that point in time were servicing the Group Procurement Department of Telekom Malaysia in Kuala Lumpur
Summary
Training is some form of investment to build effective employees. Organization on the one hand provides training to employees so that the employees in return might be able to upgrade their sets of knowledge and their skills. The bad news in all of this is that organization will suffer tremendous losses from the investment decision when employees that they have nurtured and trained decide to leave the organization and use their newly acquired skills in another organization. This would represent a massive loss of investment/capital on the part of the organization that could have been better used in other areas of the organization. This study will try to deal with the extent of effectiveness of employees in transferring back the training that they’d gained/attended back at their workplace depends namely on three important factors. These identified factors are in essence; support, training design and motivation
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