Transfer Of Training Research Articles

Training transfer in MSMEs of India: examining the role of performance coaching, HRD climate and employee agility

Purpose The relatively low emphasis on training is often attributed to concerns about the uncertain return on investment in training initiatives. However, there has been limited research conducted to understand the critical success factors for training effectiveness in these enterprises. The current research aims to address this gap by examining the role of training transfer factors in enhancing training effectiveness within micro, small and medium enterprises (MSMEs) in India. Influenced by the Learning Transfer System framework proposed by Holton et al. (2007), this study aims to focus on investigating the impact of performance coaching, human resource development (HRD) climate and employee agility on training transfer in MSMEs. Design/methodology/approach Data has been collected from 411 respondents working in MSMEs of India through validated survey instruments. MSMEs have been chosen owing to the increasing contribution of the sector to the Indian gross domestic product and the lack of sufficient management research in the sector. The statistical software SPSS-AMOS has been used to create structural equational modeling for testing the hypotheses. Findings The result shows that performance coaching is the most impactful factor for training transfer, followed by HRD climate and employee agility. Practical implications The result suggests MSME practitioners activate a positive coaching environment in the organization by following the best practices in performance coaching. Further, the research suggests practitioners to realize the significance of HRD climate and employee agility. Appropriate management practices have been suggested to groom and develop HRD climate and employee agility for higher training transfer. Originality/value To the best of the authors’ knowledge, the research is first of its kind to study the impact of performance coaching, employee agility and HRD climate on training transfer in MSMEs.

PEMBERDAYAAN PETERNAK MELALUI PELATIHAN PEMBUATAN PUPUK KOMPOS DESA SOROPIA KECAMATAN SOROPIA KABUPATEN KONAWE

Community service activities integrated with KKN-THEMATIC carried out by the UHO Faculty of Animal Husbandry Lecturer Team took place in Soropia Village, Soropia District, Konawe Regency. Compost is an organic fertilizer produced through the process of decomposition of organic materials, especially animal waste, by active microorganisms such as bacteria and fungi. The purpose of this service is to provide training and technology transfer in making compost. The methods used include delivering materials and demonstrations. In this activity, training in making compost was carried out by utilizing cow dung which is widely available around the Soropia Village settlement, which is then mixed with super decomposer EM4, rice husks, granulated sugar, and water. Through this training, the community is given knowledge about the use of waste from agriculture and livestock to be processed into useful products, especially in the fields of livestock and organic farming which are currently developing in Soropia Village. The farmers showed high enthusiasm during this activity and appreciated the service carried out, with the hope that similar activities can be continued in the future.

Natural frequency tree- versus conditional probability formula-based training for medical students’ estimation of screening test predictive values: a randomized controlled trial

BackgroundMedical students and professionals often struggle to understand medical test results, which can lead to poor medical decisions. Natural frequency tree-based training (NF-TT) has been suggested to help people correctly estimate the predictive value of medical tests. We aimed to compare the effectiveness of NF-TT with conventional conditional probability formula-based training (CP-FT) and investigate student variables that may influence NF-TT’s effectiveness.MethodsWe conducted a parallel group randomized controlled trial of NF-TT vs. CP-FT in two medical schools in South Korea (a 1:1 allocation ratio). Participants were randomly assigned to watch either NF-TT or CP-FT video at individual computer stations. NF-TT video showed how to translate relevant probabilistic information into natural frequencies using a tree structure to estimate the predictive values of screening tests. CP-FT video showed how to plug the same information into a mathematical formula to calculate predictive values. Both videos were 15 min long. The primary outcome was the accuracy in estimating the predictive value of screening tests assessed using multiple-choice questions at baseline, post-intervention (i.e., immediately after training), and one-month follow-up. The secondary outcome was the accuracy of conditional probabilistic reasoning in non-medical contexts, also assessed using multiple-choice questions, but only at follow-up as a measure of transfer of learning. 231 medical students completed their participation.ResultsOverall, NF-TT was not more effective than CP-FT in improving the predictive value estimation accuracy at post-intervention (NF-TT: 87.13%, CP-FT: 86.03%, p = .86) and follow-up (NF-TT: 72.39%, CP-FT: 68.10%, p = .40) and facilitating transfer of training (NF-TT: 75.54%, CP-FT: 71.43%, p = .41). However, for participants without relevant prior training, NF-TT was more effective than CP-FT in improving estimation accuracy at follow-up (NF-TT: 74.86%, CP-FT: 58.71%, p = .02) and facilitating transfer of learning (NF-TT: 82.86%, CP-FT: 66.13%, p = .04).ConclusionsIntroducing NF-TT early in the medical school curriculum, before students are exposed to a pervasive conditional probability formula-based approach, would offer the greatest benefit.Trial registrationKorea Disease Control and Prevention Agency Clinical Research Information Service KCT0004246 (the date of first trial registration: 27/08/2019). The full trial protocol can be accessed at https://cris.nih.go.kr/cris/search/detailSearch.do?seq=15616&search_page=L.

More is not always merrier: does leader-team perceptual distance on context influence leadership training transfer?

ABSTRACT Although the organizational context has been identified as an important factor contributing to the success or failure of leadership training initiatives, exploration of the interaction between differing contextual perceptions in relation to the transfer of leadership training is lacking. Building on Oc’s framework on context and leadership, we examine how the degree of perceptual alignment of leader and teams on two contextual factors, formalization and employee orientation, were related to followers’ ratings of transformational leadership after a leadership training in the forest industry (n = 37 leaders). Polynomial regression with response surface analysis revealed that agreement between leaders and their teams on formalization and employee orientation predicted improvements in transformational leadership but only up to a certain point. At high levels of formalization agreement negatively impacted leaders’ development of transformational leadership, and at high levels of employee orientation the positive impact of agreement flattened out. Leaders who rated formalization and employee orientation higher than their teams increased their transformational leadership to a lesser extent as rated by their followers. Our findings extend the framework developed by Oc and offer a new perspective on the complex interplay between leader, follower, and contextual factors that all matter for successful leadership training transfer.

Maximizing the Impact and ROI of Leadership Development: A Theory- and Evidence-Informed Framework.

Globally, organizations invest an estimated USD 60 billion annually in leadership development; however, the workplace application of learning is typically low, and many programs underperform or fail, resulting in wasted time and money and potential harm. This article presents a novel theory- and evidence-informed framework to maximize the outcomes and return on investment (ROI) of leadership development programs. The foundation of the framework derives from four separate literature reviews: three systematic reviews on leadership development, including the only two to isolate gold-standard elements of effective design, delivery, and evaluation, and one on "training transfer". Informed by innovative principles of leadership development and unique theoretical models and frameworks, this framework consists of 65 evidence-informed strategies that can be applied as a foundation (9), and before (23), during (17), at the conclusion of (11), and sometime after (5), programs, to maximize impact and ROI. Implications for practice and further research are also presented. Given the stakes, there is an urgent need for evidence and tools to maximize the impact and ROI of leadership development. This novel framework provides robust theory- and evidence-informed guidance for governments, policymakers, and those funding, designing, delivering, and supporting development.

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

SUS-MIRRI.IT: How microbial culture collections hold up a more sustainable, competitive, and resilient bioeconomy

SUS-MIRRI.IT: How microbial culture collections hold up a more sustainable, competitive, and resilient bioeconomy Marino Moretti and Giovanna Cristina Varese, Project Manager and Scientific Coordinator, respectively, of the EU-funded project SUS-MIRRI.IT, on behalf of all project partners, explain how safeguarding microbial biodiversity is extremely paramount for the future of our planet. Microbial Culture Collections (mCCs) are repositories of microorganisms, and recently of microbiomes (i.e., communities of microorganisms such as bacteria, yeasts, filamentous fungi, and viruses that share the same habitat along with their theatre of activity), which investigate and safeguard microbial biodiversity. These institutions facilitate access to microbial resources to the scientific and industrial communities and provide information on the data associated with them, as well as expertise in microbiology, services, training, and knowledge transfer in the healthcare, agro-food, and environmental domains.

No transfer of 3D-Multiple Object Tracking training on game performance in soccer: a follow-up study

The impact of domain-general cognitive ‘brain’ training on improving sports performance is highly debated. This study sought to follow-up on research that showcased the benefits of perceptual-cognitive 3D-Multiple Object Tracking (3D-MOT) training in enhancing the on-field performance of soccer players. Additionally, it explored the correlation between athletes’ cognitive performance and early career success.Sixty-two males from a professional soccer academy were randomly divided into a dual-task 3D-MOT training group (n=30) and a control group (n=32). Participants underwent a 3D-MOT test, a cognitive test of attention, and small-sided games at pre- and post-training. Pre-post-test performances were compared using ANCOVAs. A Chi-squared test evaluated the association between the training regimen and early career success. A Spearman test assessed the correlation between performance on the 3D-MOT, attention test, and early career success.The dual-task 3D-MOT trained group significantly improved its performance on 3D-MOT compared to the control group (p < 0.001). However, no significant pre-post-test differences were observed between the groups in the near-transfer cognitive test and on-field performance (ps > 0.05). There were no associations between the athletes’ early career success and the training regimen, and no associations between cognitive test performances and early career success (ps > 0.05).This follow-up study failed to replicate previous findings with dual-task 3D-MOT training unable to produce near or far transfer on soccer performance. In addition, cognitive performance was not related to early career success in this study. The value of cognitive screening and training in sport is discussed.

Integrating Traditional Chinese Medicine massage therapy with machine learning: A new trend in future healthcare

The growing demand for healthcare has brought Traditional Chinese Medicine (TCM) massage therapy into the spotlight in academic circles. Numerous studies have underscored the effectiveness of TCM massage in health promotion, disease amelioration, and quality of life enhancement. However, the field faces challenges such as inconsistent training and inadequate transfer of experiential knowledge. Recently, machine learning has shown potential in the medical field and its application in TCM massage therapy offers new developmental opportunities. This paper reviews key research areas exploring the synergy between machine learning and Chinese massage therapy, including acupoint localization and identification, massage practice, and personalized treatment plans. It summarizes progress and identifies the challenges in integrating these technologies. Despite potential risks, merging these technologies is poised to be a trend in future healthcare, driven by advances in computer technology and the needs of TCM practitioners.

Work Based Learningin Vocational Education Training (VET): A Review ofEngagement Among Stakeholders

To improve the implementation of the program, an integrated approach is required, as stakeholder involvement is a critical factor that needs to be taken into account. To improve the capacity of the WBL program through stakeholder engagement, this paper addresses the literature on stakeholder perspectives on WBL. The perspectives of the three main stakeholders, namely industry, students, and higher education institutions, were explored in this paper. This review paper adhered to the standards of the GEA-RIME committee for systematic literature reviews. Based on the research questions, this paper explored different types of WBL models and how stakeholders engage with each WBL model, as well as the challenges stakeholders face during engagement. For the final literature paper evaluation and findings, 41publications on in-service learning in hospitality and tourism curricula published between 2010 and 2022 were selected. The results of the literature review show that there are many types of WBL models, each with a different approach to stakeholder engagement and different challenges. It can be concluded that strong multi-stakeholder engagement is crucial for effective WBL training transfer. Based on the findings, it is recommended that all stakeholders share responsibility to ensure that the transfer of knowledge and skills during the WBL process achieves the quality standards of training and produces the highly skilled graduates desired by the industry.

Training transfer in continuing education activities related to ISO's management system standards. A case study in the Peruvian context

Training transfer in continuing education activities related to ISO's management system standards. A case study in the Peruvian context

ADAPTATION OF NAVAL PENTATHLON ATHLETES TO PHYSICAL TRAINING

Rationally planned training leads to adaptation and progress, and irrational planning leads to disruption of the course of adaptation reactions and overwork. For a rational periodization it is very important to identify training concepts based on detailed analysis of fatigue development mechanisms. Proper planning and execution of training will result in an increase in effort capacity. Adaptation, viewed from a biological point of view, is a complex defense mechanism against the demands caused by environmental changes. This requires an adequate response of the organism to environmental conditions in order to survive under the new conditions. For sports training, adaptation refers to the set of transformations that the athlete's body undergoes in training, in order to develop a superior state of bio-psycho-motor balance, materialized in the easy execution of a task. Research objectives: Initial evaluation of subjects; Development of the training program; Evaluation of the level of adaptation to physical effort obtained from specific naval pentathlon training; Development of a training planning model, allowing the improvement of physical effort capacity by means specific to the naval pentathlon. Methods: The research carried out started from the premise that the appropriate use of training means specific to the naval pentathlon can lead to an improvement of the effort capacity of military students, which fully satisfies their performance needs in fulfilling combat missions arising from the graduate's model. At a preliminary stage of the research, by applying general physical training tests, we obtained an initial assessment of the research subjects. These data were a benchmark in developing the training program and setting effort parameters. The training plan thus designed contains training sessions specific to naval pentathlon trials, adapted to the normal conditions of the naval academy training process. Results: The comparative analysis of the results, based on mathematical-statistical and graphical methods, reveals significant increases in performance recorded in the final testing stage. The dynamics of the results demonstrates a significant evolution of the results of the experimental group carried out during the training program, carried out according to the designed model. This confirms to us the effectiveness of applying the training program. The statistical results confirm a very good evolution of the results for the general motor tests and for the Ruffier test. Conclusions: Regular exercise is a particularly important stimulus for adaptation. Sports training, by its specific means, aims to increase the level of performance. In order to achieve this objective, it is necessary to apply a well-defined programme in great detail. Effective training requires constant variability in programming. In addition, in order to maximize the positive transfer of training, the means used in the training lesson should be as close as possible to the characteristics of the effort. Because of this, there is a permanent conflict in training programming, between diversity and specificity. This conflict can only be successfully managed through professional intervention on the part of the coach and involvement of the athlete according to training requirements.

Competitive advantage and sustainability in Ghanaian microfinance institutions: the mediating role of strategic capabilities

This study explores the effect of competitive advantage on sustainability within Ghanaian microfinance institutions (MFIs), emphasizing the mediating role of strategic capabilities. We conducted a quantitative analysis using survey data from 500 managers representing 150 MFIs in Ghana, analyzed through structural equation modeling. Our findings indicate that competitive advantages and strategic capabilities have a positive significant influence on MFI sustainability. Additionally, strategic capabilities were found to mediate the relationship between competitive advantage and sustainability within Ghanaian MFIs. This study expands the theoretical framework by incorporating cost differentiation, pricing strategy, focus strategy, market strategy, efficient operations and risk management, innovation in product offerings, target market considerations, and client relationship management. We highlight how MFIs can maintain competitiveness through technology, partnerships, training, career development, and knowledge transfer. This mediated relationship underscores the crucial role of strategic capabilities in achieving sustainable operations. The study provides a conceptual framework for understanding MFI sustainability and offers a roadmap to enhance competitive advantage. By integrating elements from the competitive advantage theory and extending the resource-based view theory, this research contributes to the existing knowledge by clarifying the connections between competitive advantage and sustainability in the context of MFIs. Furthermore, the study addresses the dynamics of competitive advantage, strategic capabilities, and sustainability in a context with limited research. It offers practical implications for policymakers and practitioners, providing insights that can inform targeted interventions to enhance capacities and foster sustainability in the microfinance sector.

An evaluation of a quality improvement initiative examining benefits and enablers and challenges and barriers of implementing and embedding core clinical supervision in primary care

Background Core Clinical Supervision has become a valued activity that impacts on the culture and organisational delivery of healthcare. It embeds good practice to ensure that staff have a high skill set, desirable professional attitudes, and provide high quality evidence-based care. It also helps to support good clinical governance and enhances staff retention (CQC 2013). A supervision framework has been adopted and adapted from the ‘General Practice – Developing confidence, capability, and capacity. A Ten Point Action Plan for General Practice Nursing’ ( NHS England 2018 ) and applied at scale across Yorkshire and the Humber, with minimal impact on clinical capacity, quality, and safety. This initiative coincides with general practice (and the wider health service) being under enormous pressure managing the effects of the COVID-19 pandemic, with impact on staff wellbeing and retention. The main aims are to evaluate the impact of embedding the Core Supervision training across primary care practice and strengthen course content for future delivery. Methodology and Methods A quantitative approach using an online survey, was completed by multi-professional primary care staff who had completed the Core Supervision Training. Findings Practitioners indicated that they required protected time due to competing demands and visible senior buy in to undertake core supervision. Additionally, practitioners who had participated or supervised sessions felt the benefits on staff wellbeing and indicated that it improved patient care delivery. Conclusion and Implications Survey findings suggest further research on embedding core supervision within primary care and a focus on national and local strategies are required. Standardised learning outcomes across the regions to ensure transferability of supervision practice and review training in supervision processes, particularly around conducting a supervision session.

What is the relation between training transfer evaluation factors and training transfer when measured in the Spanish Public Administration?

The European Commission will reinforce the value of adult training through an evaluation of the impact of actions. Among the existing options in evaluating the impact of actions, training transfer is crucial in determining the degree to which the learning acquired during training is used at work. We validated a predicting transfer model in the Spanish Public Administration (SPA) by analyzing, through structural equation modeling (SEM), results of the application of the Factors for Predicting Transfer (FPT) questionnaire applied after the training, and the Scale of Efficacy (CdE) applied four months after the training (n = 726). Although satisfaction and motivation to transfer were not related to transfer, content relevance and accountability were. This study widens the traditional contexts of the study of training transfer and provides valid and reliable empirical data on transfer embedded in a new context, the Spanish Public Administration. This can help further develop the field of international human resource management (IHRM) by exploring transfer in different cultural contexts.

Prolonged exposure to mixed reality alters task performance in the unmediated environment

The popularity of mixed reality (MR) technologies, including virtual (VR) and augmented (AR) reality, have advanced many training and skill development applications. If successful, these technologies could be valuable for high-impact professional training, like medical operations or sports, where the physical resources could be limited or inaccessible. Despite MR’s potential, it is still unclear whether repeatedly performing a task in MR would affect performance in the same or related tasks in the physical environment. To investigate this issue, participants executed a series of visually-guided manual pointing movements in the physical world before and after spending one hour in VR or AR performing similar movements. Results showed that, due to the MR headsets’ intrinsic perceptual geometry, movements executed in VR were shorter and movements executed in AR were longer than the veridical Euclidean distance. Crucially, the sensorimotor bias in MR conditions also manifested in the subsequent post-test pointing task; participants transferring from VR initially undershoot whereas those from AR overshoot the target in the physical environment. These findings call for careful consideration of MR-based training because the exposure to MR may perturb the sensorimotor processes in the physical environment and negatively impact performance accuracy and transfer of training from MR to UR.

Chasing the Goal(s): how a goal-Setting Intervention Influences Transfer Motivation, its antecedents and Transfer of training for different training types

ABSTRACT Despite organizational investments in employee training, transfer of training remains low. One important component influencing transfer of training is transfer motivation, which is predicted by personal and contextual antecedents. Previous research has shown that goal-setting can increase transfer of training. However, it is unclear what antecedents of transfer of training are influenced through goal-setting and if these effects differ for different training types. Using the lens of the Unified model of Task-specific Motivation, this study investigated the effects of goal-setting on antecedents of transfer of training. Data were collected among 615 participants, which were randomly assigned to a goal-setting or control group. Both groups filled in a questionnaire directly after the training and indicated transfer after six weeks. Results showed beneficial effects of goal-setting for subjective norm and perceived freedom of action, whereas effects for transfer motivation were mixed. Moreover, effects of goal-setting differed for different training types. Most effects of goal-setting were found among hard-skill trainings and no effects among in-person trainings. Importantly, we found no differences for personal antecedents, transfer intention or transfer of training itself. Our results underline the necessity to intensify intervention designs and to consider specific training characteristics to raise transfer of training.

Golf shot performance analysis: the effects of ground slope on weight transfer and shot characteristics

ABSTRACT The aim of this study was to examine the elite golf players’ centre of force (COF) displacements and golf shot performance during golf shots on three different ground inclinations. Twenty elite golf players were asked to hit golf shots on flat surface, 10° uphill and 10° ball above feet using their six irons. COF displacements (TekScan MatScan® force platform) and golf shot performance (TrackMan® golf radar system) were analysed. In this study, golf players’ weight transfer was similar in each shot (p > 0.05), except higher A-P sway during the ball above feet golf shots (p < 0.05). Reduced control of balance during shots from ball above feet resulted in shorter shot length than flat surface, even if the angles of attacks were similar (p < 0.05). In addition, increased COF distance during flat ground and ball above feet golf shots improved clubhead speed and shot length (p < 0.05). These results show that ball above feet slope condition, rather than uphill, alters postural control and golf swing characteristics. In order to improve the performance of these shots, it is recommended to add balance training and weight transfer techniques in A-P direction to the training programmes.

Maintaining the impact of action-oriented entrepreneurship training: the role of error mastery orientation for training transfer in an active learning setting

ABSTRACT Action-oriented entrepreneurship training can boost entrepreneurship, but positive short-term effects often decay over time. Based on training transfer theory, we argue that error mastery orientation is a personal characteristic that affects the maintenance of training outcomes over time in the transfer context of entrepreneurship. We implemented an action-oriented entrepreneurship training at a university in Uganda and collected data from training participants before (NT0 = 175) and after the training programme (NT1 = 164) as well as at a 1-year follow-up measurement (NT2 = 52). Growth curve models showed that the participants experienced an increase in entrepreneurial action and new venture creation over time. Furthermore, error mastery orientation influenced the maintenance of entrepreneurial action and new venture creation over time. The study contributes to theories of entrepreneurship training and training transfer by demonstrating that error mastery orientation is a boundary condition of the long-term effectiveness of active learning interventions, such as action-oriented entrepreneurship training.

The role of training evaluation as a mediator in the adoption of the gamification methodology in Indian business

ABSTRACT The objective of this study is to examine the extent to which Indian firms have implemented gamification methodology for training purposes and to evaluate the impact of training assessment on the adoption and effectiveness of gamification strategies. This research used survey approach to analyze its hypothesis and goal. 260 surveys were valid. This study used Smart-PLS 4 to analyze data. Gamification, evaluation, and transfer were explored in this study. Gamification, training evaluation, and transfer were explored in this study. Findings suggested that the gamification training technique and training transfer make employee training evaluation crucial to the training process. Gamification in training program and employee training assessment aid training transfer. This research examines the profound impact that gamified training may have on improving organizational learning. The research, conducted with a rigorous methodology, demonstrates a clear and beneficial relationship between gamification, training transfer, and the mediator training evaluation. This highlights the significance of implementing comprehensive assessment methods. The results emphasize the need of incorporating gamification into training methods to enhance the transfer of skills and improve overall organizational performance. Managers and department heads embrace gamification as a training method and training assessment systems in organisations since evaluation is key to training success.