Effective Training Transfer Research Articles

TOWARDS THE EFFECTIVE PROFESSIONAL UPSKILLING OF LOW-SKILLED EMPLOYEES: KEY INFLUENCING FACTORS

The increasing demand for skilled employees in contemporary economies underscores the importance of effective upskilling of the low-skilled. This study addresses the significant challenge of enhancing the professional development of low-skilled workers, focusing on the factors that either facilitate or hinder their engagement in learning activities. The primary aim was to identify the key characteristics that contribute to the effective professional development of low-skilled employees and the practical application of the skills they acquire. A systematic review was conducted, examining empirical studies published between 2004 and 2024. The search encompassed six databases, resulting in 352 identified articles. After rigorous screening and quality assessment, 22 high and good-quality studies (published in 2011-2023) were included in the final selection. The studies spanned various countries and methodologies, including qualitative, quantitative, and mixed-method designs. Key findings highlight that both personal and contextual factors influence the effectiveness of professional upskilling for low-skilled employees. Personal factors include motivation, self-direction, and reflexivity, while contextual factors encompass the quality of the work environment, learning opportunities, and institutional support. The review emphasises the importance of tailored training programmes, practical and interactive learning methods, continuous support and mentorship, and robust evaluation mechanisms. Effective transfer of training is facilitated by the relevance and applicability of training content, learner engagement and organisational support. The results highlight the need for holistic approaches that address both personal and contextual factors to enhance the professional development and skill utilisation of low-skilled workers; ultimately contributing to their career trajectories and job satisfaction. Keywords: adult education, low-skilled employees, upskilling, systematic review, training transfer

Motivation on training transfer: a moderated moderation model of personal capacity for transfer and gender

Purpose Previous research suggests that motivation to transfer is related to the effective transfer of training, but less is known about the boundary conditions of this relationship. Therefore, this study aims to propose that motivation to transfer is more strongly related to training transfer when employees have a stronger personal capacity for transfer. The author also hypothesizes that this two-way interaction is further moderated by gender. Design/methodology/approach Using a cross-sectional design and a sample of 257 Tunisian workers, a three-way interaction model with the PROCESS macro (Hayes, 2018) was used to test the hypotheses. Findings Results show that workers respond to motivation to transfer with increased training transfer. Personal capacity for transfer and gender moderated the proposed relationship. Thus, the interaction effect between motivation to transfer and personal capacity for transfer is significant for women but not significant for men. More specifically, motivation to transfer is more likely to predict training transfer among women with high personal capacity for transfer than among those with low. Originality/value This study adds to the literature on motivation to transfer and training transfer by explaining two boundary conditions in this relationship and by recognizing the conditional interaction effect of gender on the moderating effect of personal capacity for transfer.

농업전문직의 교육훈련 현업적용도 영향요인 연구

Objectives The purpose of this study is to examine the effect of agricultural professionals’ training transfer varia-bles on their training transfer in the workplace. In order to achieve this, the following problems were addressed: First, what is the relationship between the training transfer characteristics and training transfer in the workplace of agricultural professionals? Second, what is the relationship between each training transfer variable and training transfer in the workplace of agricultural professionals? Methods For this study, 3 months after participants returned to work, 486 questionnaires were distributed to agri-cultural professionals participating in job training program of Agricultural Human Resources Development Center for March to November in 2019. Participants were limited to those who participated in programs suitable for grasping transfer of training. Out of 486, 428 questionnaires were analyzed. Hierarchical regression analysis was conducted to examine the relationship between training transfer variables and training transfer. Results First, there was the relationship between the training transfer characteristics and training transfer. Among the training transfer characteristics, Self-efficacy and learning transfer motivation of personal psychological traits, job-related and learning transfer design of training program, and supervisor support and peer support of transfer climate had positive impacts on training transfer. Second, The effective training transfer variables to training trans-fer affect training transfer in following order: learning transfer motivation, peer support, job-related, self-efficacy, and supervisor support. Conclusions In order for agricultural professionals to apply training contents to the field, there is a need to examine the effective variables that affect self-efficacy and motivation, make an effort to strengthen motivation, organize training programs related to duties, design the programs reflecting learners’ needs, and provide experience data and action plans. In addition, it is necessary that organization provide opportunities for trainees to apply training contents to the field and there is a need of transfer climate such as continuous peer support and unconstrained communication. It also suggests that for professionals who value problem-solving-oriented jobs and personal competencies, research on various individual characteristic variables among the factors influencing field applica-tion is necessary.

Managerial Knowledge and Skills Transfer Practices in Bangladesh

Purpose: The favorable attitude of the trainees and a transfer-friendly climate are highly expected for effective training transfer. Therefore, the purpose of this study was to examine the characteristics of trainees and the work environment in transferring managerial knowledge and skills to the job. Theoretical framework: This study focuses on three factors considering both the characteristics of trainees and the role played by their peers and supervisors, in relation to the transfer of training based on the theories of training transfer. Methodology: Data was collected from service holders who completed an MBA degree from a weekend/evening program, using a structured questionnaire. The number of usable questionnaires was 302.The Garret ranking method and structural equation modeling (SEM) with Amos 23 was used to analyze the research data. Findings: This study found that peer and supervisor assistance for training transfer was not satisfactory. Lack of autonomy, shortage of the required materials in the workplace, as well as an excessive workload, were identified as noteworthy impediments in the transfer of training. Research, Practical and Social implication: This study could increase recognition among coworkers and managers about the significance of supporting fellow workers in applying their recently acquired knowledge and abilities on the job. Additionally, the authorities might receive advice on how to create a congenial environment for training transfer in their organization. Originality/Value: Assessment of training application and transfer practices would become helpful for Bangladesh to ensure progress and development as a developing country.

Leveraging Virtual Learning to Facilitate Training Transfer in VUCA Times

The purpose of this case study is to highlight the efficacy of Virtual Learning as a tool to facilitate training transfer of behavioral skills and knowledge imparted during the course of a leadership intervention in a manufacturing firm during the pandemic lockdown. A mixed-method approach involving qualitative depth interviews and survey questionnaire responses were used to draw logical inferences. The findings of the study revealed that virtual learning supports effective training transfer of behavioral skills and knowledge. The learners also highlighted virtual learning to be offering convenience and an enriching learning experience. The study offers practical insights for learning and development practitioners on leveraging virtual learning as a powerful tool to promote the transfer of trained knowledge at the workplace. The study is first of its kind as it offers key insights on training transfer in organizational learning and development context, gathered from personal experiences of learners involved in the training intervention conducted during the pandemic lockdown.

A Structural Analysis of Training Transfer at A Private Limited Company in Malaysia

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.

Exploring sensorimotor performance and user experience within a virtual reality golf putting simulator

In light of recent advances in technology, there has been growing interest in virtual reality (VR) simulations for training purposes in a range of high-performance environments, from sport to nuclear decommissioning. For a VR simulation to elicit effective transfer of training to the real-world, it must provide a sufficient level of validity, that is, it must be representative of the real-world skill. In order to develop the most effective simulations, assessments of validity should be carried out prior to implementing simulations in training. The aim of this work was to test elements of the physical fidelity, psychological fidelity and construct validity of a VR golf putting simulation. Self-report measures of task load and presence in the simulation were taken following real and simulated golf putting to assess psychological and physical fidelity. The performance of novice and expert golfers in the simulation was also compared as an initial test of construct validity. Participants reported a high degree of presence in the simulation, and there was little difference between real and virtual putting in terms of task demands. Experts performed significantly better in the simulation than novices (p = .001, d = 1.23), and there was a significant relationship between performance on the real and virtual tasks (r = .46, p = .004). The results indicated that the simulation exhibited an acceptable degree of construct validity and psychological fidelity. However, some differences between the real and virtual tasks emerged, suggesting further validation work is required.

Evaluating Expectations for Training Transfer: Exploratory Study on a Capacity Development Project for Road and Bridge Technology in Myanmar

To ensure the long-term performance of bridges in Myanmar, the Japan International Cooperation Agency (JICA) initiated a capacity development project to enhance the quality control capabilities of engineers in the Myanmar government. Such expertise will be transferred to a group of “core trainers,” who will be responsible for sharing their acquired skills and knowledge with other engineers in Myanmar. The effective transfer of Japanese expertise is thus crucial for realizing the project’s goal of improving the quality of bridges and structures managed by the government of Myanmar. This research aims to explore the perspectives and expectations of the core trainers’ for training transfer after the project using the results of a survey questionnaire and to evaluate the effect of various factors on their expectations for transfer using partial least squares path modeling. It was found that the core trainers had positive expectations regarding the benefits of training transfer as well as generally positive perspectives on the factors affecting such transfer. The results of statistical modeling, however, failed to reveal any significant relationships between the modeled factors and the expectations for training transfer. This may be attributable to the sample size, which is limited by the scope of the capacity development project; a mixed method approach is therefore proposed as a more appropriate method in this context. Nonetheless, the results generally suggest that the work environment is fundamental in facilitating effective training transfer, and further research is necessary.

Mediating Effect of Co-Worker Support in the Relationship between Training Effectiveness and Employee Performance

This study assesses the mediating effect of co-worker support on the relationship between training effectiveness and employee performance. One hundred and thirty-three pieces of literature were reviewed related to the variables in the topic authored with consistent findings. While this study selected different factors that led to training effectiveness pioneered by previous authors in the same field, the selected determinants of training effectiveness revealed a strong and positive relationship to the co-worker support- the mediator variable and the employee performance- the outcome variable. Hence the conclusion that training effectiveness has significant relationship with co-worker support and employee performance. Based on the findings, therefore, the study recommended that, the management should provide quality training facilities, ensure effective transfer of training, encourage training motivation of employees and make efforts to reduce factors that lead to emotional problems at the workplace.

Leveraging augmented reality for training transfer: a case of healthcare service providers in ophthalmology

Purpose The purpose of this case study is to highlight the efficacy of Augmented Reality (AR) as an effective tool to facilitate training transfer of behavioral skills and knowledge imparted during the training program, back on the job. Design/methodology/approach Insights were gathered through qualitative assessments in the form of post-training depth interviews with participants, with the objective of investigating the success of AR as an effective training transfer tool. Findings The findings of the study revealed encouraging results related to the application of AR towards training transfer at the workplace. The learners revealed positive impact of AR on training transfer and found the experience to be highly enriching. Practical implications The study offers insights in the domain of technology enabled tools such as AR to drive transfer of training through an immersive and engaging learning environment. Social implications AR as a training transfer tool can bridge the gap between training delivery and training implementation in behavioral trainings for several key industries, thus eliminating geographic and language barriers for learners. Originality/value The study is first of its kind and promises further inquiry in the domain of organizational learning and development. Insights revealed in this case are gathered through personal experience and offer a new perspective towards training transfer at the workplace.

Training Transfer: A New Model in the United Arab Emirates General Education Sector—Hybridization of the Theory of Planned Behavior with the Training Transfer Model

This study investigates variables in training transfer in the general education (school) sector of the United Arab Emirates (UAE) by hybridizing the established training transfer model and the theory of planned behavior (TPB). The hybridized model employs four variables: (i) supervisor support, (ii) training design, (iii) intention to transfer, and (iv) training transfer. This model is used to test nine hypotheses. The study sample comprised 225 employees from the UAE general education sector. Study participants (respondents to a questionnaire) were recruited by simple random sampling. The study questionnaire data was analyzed using Partial least squares structural equation modeling PLS-SEM. The study model had a good fit confirming a good fit of the hypothesized model to the empirical data. Eight out of nine hypotheses were accepted. The study is generally parallel with TPB. It demonstrates that intention to transfer has a dominant and central (mediating) influence on transfer process and transfer behavior. Remarkably, supervisor support is important only in the pre-training phase. For the UAE education sector to succeed in effective training transfer, supervisors must be properly trained to design training programs, particularly to enhance the trainee’s intention to apply training on the job. This study proved empirically that designing training is a critical influence of a trainee’s intention to apply training. Training design and intention to transfer are mediators and play a central role in promoting the training transfer process. Future studies should focus on including TPB and intention in the training transfer researches.

Training Transfer: the Case for ‘Implementation Intentions’

As organizations adopt a more inclusive or pluralistic approach to talent management, there is an emphasis on the engagement of a broader segment of the workforce to deliver both strategic and operational objectives. Accompanying this is investment in learning, training and development activity which is intended to enhance the achievement of the objectives based on the assumption of the effective transfer of training to improve performance or behavioural outcomes. Ensuring that training investment is converted to measurable outcomes is therefore a priority for many organizations and Return on Investment in Training (ROIT) is increasingly sought in the same way as for any other corporate investment. This article synthesizes developments in goal setting theory and highlights a limitation with regards to the theory being applied to the contemporary workplace. It proposes that implementation intentions and the associated ‘if/then’ plans offer the chance to mediate this. Key to these plans being successful is for them to be embedded at the learning design stage creating a clear link between the need for the learning/training and agreed objectives. A large part of the success of implementation intentions is that control of behaviour is given to situational cues in the workplace and these can be reinforced by supportive line managers and peers. But it is essential that they are also aware of the implementation intention plan in order to offer informed support. A holistic learning environment is key to the success of any intervention but given the importance of situational cues when considering implementation intentions it is vital that both learners and those who support them in the workplace are aware of the specific roles they play and the impact they have.

Evaluating Training for New Government Officials: A Case Study Using the Success Case Method

This study evaluates the training program for newly appointed government officials in Korea and presents the effectiveness of the success case method (SCM) technique for such an evaluation. The training program chosen as the case study is administered by the training institute for public officials of Korea. The SCM technique was used to evaluate this program and to draw implications that could be applied to the design of future training programs. A survey was conducted targeting 321 trainees who completed the program for newly appointed government officials, and 12 trainees were selected who showed a high level of training transfer measures for the qualitative examination. Through the analysis of semistructured interviews, the study deduced the factors that influenced effective training transfer. The results illustrate that the factors that lead to successful application of the training are 15 success factors categorized in the trainee’s individual characteristics, the training design, and the trainee’s work environment. This study provides implications that can be useful in the workplace, including the application of the SCM in evaluating training programs in the public sector, and the factors that should be considered for effective training transfer among newly appointed public officials.

Improving transfer of training with transfer design

PurposeIn response to a perceived need for research investigating the relatively less-explored role of supervisor support as a moderator in the transfer mechanism, this paper aims to empirically examine the influence of transfer design on transfer of training and also the moderating role of supervisor support between these constructs.Design/methodology/approachA survey was conducted using a self-reported questionnaire administered on employees of a manufacturing unit engaged in power transmission and located at the city of Allahabad in India. The sample size of the study is 149. The role of supervisor support as a moderator was tested using hierarchical regression analysis.FindingsFindings of the study direct organizations to consider both transfer design and supervisor support to get the maximum output from training. The moderating role of supervisor support is confirmed in the study.Practical implicationsIf a trainer is not able to provide much practice to the trainee during training programme, then a supportive supervisor can counter such poor transfer design. A well-designed training programme should be coupled with supervisor support to ensure effective transfer of training. Influence of transfer design on transfer of training is likely to be more if the supervisor is supportive.Originality/valueThe authors have hypothesized and established the direct influence of transfer design on training transfer. Further, supervisor support has been found to moderate the relationship between transfer design and transfer of training.

An Examination of Factors Affecting Transfer of Training among Human Resources of Iranian Medical Science Universities

Background/Objectives: The purpose of this study was to identify and examine the factors affecting transfer of training among human resources of Universities of Medical Science of Iran in 2015 - 2016. Methods/Statistical Analysis: Utilising a mixed method approach, this research studied a sample of 346 employees of the Universities. The research tools included a semi-structured interview and researcher-made questionnaire which its Cronbach alpha coefficient was estimated 0.93. Findings: Overall, the finding based on interviews and exploratory factor analysis (EFA) showed that employees determined six fundamental factors that affect transfer of training in Iran’s Universities of Medical Science: Training design factors, Management factors, Environmental factors, Cultural factors, Supportive factors, Individual factors. Application/ Improvements: Based on the results of this study, effective training transfer can compensate for poor quality in education in terms of improving staff performance.

Training Transfer and Transfer Motivation: The Influence of Individual, Environmental, Situational, Training Design, and Affective Reaction Factors

The purpose of this study is to examine the effects of individual, environmental, training design, and affective reaction factors on training transfer and transfer motivation. To determine the relationship between these factors and their influence on training transfer and to test the model, the researchers collected data from employees in the Malaysian banking sector. Structural equation modeling with Amos 16 was used to test the model and determine the relationship. The study suggested that training stakeholders should manage the training program effectively. Transfer is maximized when trainees have social support, high performance self-efficacy, and transfer motivation. Stakeholders (e.g., trainers, trainees, supervisors, and peers) are important to the training transfer process, as are learner readiness, trainee reaction, instrumentality, and training retention. This study revealed that perceived content validity and transfer design work together and influence the trainee's performance self-efficacy. In other words, if trainers want to improve the performance self-efficacy level of trainees, they need to explain how the trainee can transfer the learned skills at the workplace and make sure the content of the training is similar to the actual job. The main objective of training programs is to align the employee's expertise with organizational goals. Organizations can achieve their desired objectives only when employees transfer the learned skills on the job. Unfortunately, employees often transfer only a small percentage of skills they have learned in training. To effectively manage their training programs, organizations need to identify and focus on the factors that resist effective training transfer.

Comparative Analysis of Cost and Benefits of Training

The study is focused on comparative analysis of cost and benefit of training whether training increases efficiency or cost. The view often favors that training increases efficiency but it may also cause for huge cost to incur. Managers are interested to know the Return on Invest (ROI) in order to evaluate the training sessions effectively. Training cost includes cost of training design, trainer’s fees, personnel cost, hardware resources cost, etc. Training benefits includes effective transfer of training, enhancement of skills of trainees, improved work performance, reliable and accurate transaction handling etc. For the purpose, the research is conducted in banks at Karachi, Pakistan to find out the outcomes which may be helpful in decision making. As banks have gone through major training sessions and shifted from manual work to computerized transactions, therefore, it becomes important to find out the cost as well as benefits of training. In preliminary research, it has been found that some managers are of view that training always increases efficiency while some managers consider it as total wastage of resources. Dual opinion about the subject has emphasized to conduct empirical research to find out the outcomes.

Tinjauan Faktor-faktor Pendorong dan Penghalang Pemindahan Latihan: Konteks Malaysia

ABSTRACT : Human development and training program are one of the important aspects in developing an organization and to improvise and upgrade the performance of their personnel. However, a few research found that 55 billion have been allocated by an organization for the purpose of conducting formal training, but only 10% training transfer occurred at workplace. This was supported by the previous research that indicated multi millions Ringgit were spend every year in training and adult education, but the increase in performance at workplace was only 10%. This article reviews the literatures related to training transfer. It will also identify the factors that influence and hinder the process of training transfer to happen. Training transfer has also influenced by these factors such as: (1) individual factor; (2) working environment factor or organizational culture, (3) organizational support factor; and (4) training design factor. This article also explores adult education theories and motivation theories. It is hoped that related to literature review on training transfer could assist us in understanding the relationship among the effective training transfer related to factors that could allow the process of transferring training to be continuously implemented and improvement can be done from time to time. Key words: training, model, organization, theory, training transfer, motivation and adult education. About the Authors: Balkisnah Shaharuddin, M.Sc. ialah pelajar Ph.D. di Jabatan Pemajuan Profesional dan Pendidikan Lanjutan, Fakulti Pengajian Pendidikan (UPM). Menyelesaikan pendidikan B.Sc. (Hons) Kimia di Universiti Sains Malaysia; M.Sc. (Pengurusan) di Universiti Putra Malaysia; Diploma Pendidikan (KPLI), MTRM. Beliau sedang menulis disertasi bertajuk ”Pemindahan Latihan Bestari dalam Kalangan Guru Sekolah Rendah Bahagian Miri”. Untuk kepentingan akademik, penulis dapat dihubungi dengan alamat e-mail: kis_miri66@yahoo.com.my Prof. Madya Dr. Norhasni Zainal Abiddin ialah Pensyarah di Jabatan Pembangunan Profesional dan Pendidikan Lanjutan, Fakulti Pengajian Pendidikan, Universiti Putra Malaysia (UPM). Menyelesaikan pendidikan Dip.Sc. di UPM pada 1995; pendidikan B.Sc. dan M.Sc. di universiti yang sama pada tahun 1998 dan 2000; serta program Ph.D di University of Manchester, United Kingdom pada tahun 2004, dengan menulis disertasi bertajuk “Effective Supervision of Research Students: A Study of United Kingdom University Practices and Overseas Students’ Experiences”. Untuk kepentingan akademik, penulis dapat dihubungi dengan alamat e-mail: nonie@ace.upm.edu.my How to cite this article? Shaharuddin, Balkisnah & Norhasni Zainal Abiddin. (2009). “Tinjauan Faktor-faktor Pendorong dan Penghalang Pemindahan Latihan: Konteks Malaysia” in SOSIOHUMANIKA: Jurnal Pendidikan Sains Sosial dan Kemanusiaan , Vol.2, No.1 [Mei], pp.107-124. Bandung, Indonesia: Minda Masagi Press, UPI Bandung, and UMS Kota Kinabalu, Malaysia, ISSN 1979-0112. Chronicle of article: Accepted (March 17, 2009); Revised (April 20, 2009); and Published (May 20, 2009).

Taking Ownership for Transfer: A Management Development Case Study

The responsibility for effective transfer of training falls into a gray area between trainers, trainees, and management. It is easy for trainers to point fingers at management and say that they are not supporting transfer of learned skills in the work environment. But this assumes that management views training as an integral component for improving organizational performance, which is often not the case. Training is more often managed as a cost than as an asset. One Training section at Intel has been experimenting with increasing transfer and improving organizational performance by directly influencing the trainee population during and after training. The rationale is that the best way to generate interest from upper management, is to demonstrate business results. This article describes a series of tactics for improving transfer of training. Each tactic was driven by the training function in an attempt to directly influence the transfer of specific management skills to the work environment.

Mixed reality environments in stroke rehabilitation: Interfaces across the real/virtual divide

Previous studies have examined the use of virtual environments (VEs) for stroke and similar rehabilitation. To be of real benefit it is essential that skills (re-)learned within a VE transfer to corresponding real-world situations. Many tasks have been developed in VEs, but few have shown effective transfer of training. We believe that, by softening the real/virtual divide, mixed reality technology has the potential to ease the transfer of rehabilitation activities into everyday life. We present two mixed reality systems, designed to support rehabilitation of activities of daily living and providing different mixtures of digital and physical information. Functional testing of these systems is described. System development and user evaluation continues, some of which is described in a sister paper (Edmans et al 2004) in this volume.