Effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training

Sahoo, Malabika; Mishra, Sumita

doi:10.1108/mrr-02-2018-0089

Cited by 41 publications

(47 citation statements)

References 94 publications

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“…A three-item scale was adapted from Sahoo and Mishra (2019). The items included here were as follows: there is a formal mechanism to capture an employee's training needs; employees are nominated to attend training programs based on carefully identified training needs.…”

Section: Training Need Analysismentioning

confidence: 99%

Influence of individual characteristics, training design and environmental factors on training transfer: a study using hierarchical regression

Kodwani

Prashar

2021

EBHRM

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PurposeThe purpose of this paper is to explore and provide empirical evidence for the combined effects of individual characteristics, training design factors as well as environmental factors (as pre-training factors) on training transfer.Design/methodology/approachPrimary data were collected from 235 managerial-level full-time employees in two phases with a temporal gap of two months. Both procedural and statistical measures were used to minimize the common method variance problem. Hierarchical regression analysis was conducted to analyze the data.FindingsThe results of this study clearly point out that all four predictor variables (voluntary participation, prior training information, training needs identification and training evaluation) positively and significantly influence training transfer.Research limitations/implicationsThe study contributes to the training transfer literature in three ways. One, the authors have shown the positive influence of pre-training factors (together as well as independently) on training transfer. The study is grounded in a strong theoretical framework, thus fulfilling the previous gap. This study brings more clarity to those variables (such as voluntary training) which are having contradicting views in the extant literature.Practical implicationsThe study has significant findings for the organizations operating in the current business scenario in their endeavor to enhance learning transfer, which is very low and a major cause of concern for every organization. If management is aware of the success factors of training transfer, they can ensure a better training transfer.Originality/valueThe training transfer literature showcases two significant gaps; first of all, it lacks in using appropriate motivational theories, and second, there is variability in the results. This paper bridges both the gaps and attempts to advance our understanding of training transfer grounded in the theoretical framework by focusing on the role of individual, motivational and situational factors of training transfer to understand better which predictor variables can improve training transfer.

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Section: Training Need Analysismentioning

confidence: 99%

Influence of individual characteristics, training design and environmental factors on training transfer: a study using hierarchical regression

Kodwani

Prashar

2021

EBHRM

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“…Therefore, learning transfer in this study emphasizes the combination of retention and generalization to ensure transfer of learning can occur effectively thereby improving the performance of individuals and organizations. Sahoo & Mishra (2019) and Singh (2017) stressed that the trainee's characteristic is a very critical factor to make learning transfer more effective. This is also support by the previous studies which stated that the characteristics of trainees are important factors and increase the effectiveness of learning transfer (Baldwin et al, 2017;Ford et al, 2018).…”

Section: Learning Transfermentioning

confidence: 99%

Learning Transfer Exploration Model from Skill Institute to Workplace, PLS-SEM Approach

Yunus¹,

Razali

Affandi

et al. 2021

JTET

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Skills and job mismatch issues have become common and recurring issues in Technical and Vocational Education Training (TVET). This issue is associated with the transfer of learning that involves various factors such as the area of training, certification level, curriculum, instructors, facilities and resources and industry recognition. In line with the Baldwin & Ford model, learning transfer involves three major factors such as the trainee’s characteristics, the training design and working environment. Therefore, identify the factors which contribute to the effective transfer of learning is necessary. This study attempts to identify which factors are contributing to learning transfer based on National Occupational Skill Standard (NOSS) system in skill institutes in Malaysia to workplace. This is because the lack of relevant studies related to the learning transfer on the NOSS system and at once makes it difficult to emphasize the factors to be considered for effective transfer of learning. The design of the survey study through the distribution of questionnaires to 309 Malaysian Skills Certificate trainees was done to generalize the study findings. This study used the Partial Least Squares-Structural Equation Modeling (PLS-SEM) tool to validate the model. PLS-SEM is choose because it can predict and explain constructs target. Then it can explore the relationship between the construct. Besides that, PLS SEM is chosen because this method can be done on complex structure equation model that consists more constructs and indicators. PLS-SEM can also control both a reflective and formative constructs. Findings indicate that work environment and training design positively influences learning transfer be represented by generalization and retention construct. The findings provide useful insight and information regarding the learning transfer that correlate with mismatch issues that policy makers, training provider, employers and trainees need to consider to produce highly skill workers subsequently completed this skills mismatch issue.

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“…Corporate HR managers worldwide must feel that local HR managers are a part of a more extensive overall so-called global corporate HR network. Researchers have found that companies are involved in some of the most influential HR systems development practices in the world (Sahoo & Mishra, 2019). The most critical factor for achieving success is creating a worldwide custom infrastructure used to support, purchase, organize local activities to help better understand their systems and the challenges they face.…”

Section: Training Sdm Internationalmentioning

confidence: 99%

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Sukanti

Harto

Pramuditha

2021

ijbem

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This article attempts to analyze how the relevance of international human resource management and the demands of the world of work through an in-depth study of the evidence findings from the studies of global HR governance and employment experts. In short, we search the literature utilizing an online search. Our analysis involves coding, evaluating, interpreting systems under a phenomenological approach to obtain correct, valid, and reliable answers. So the results of our study can conclude that there is a relevance between international human resource management and the needs of the world of work between countries. The use of international-level human resources to achieve business targets without national borders is known as international human resource management. Thus this input is an addition to the parties involved in the world of international human resources management.

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Effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training

Cited by 41 publications

References 94 publications

Influence of individual characteristics, training design and environmental factors on training transfer: a study using hierarchical regression

Influence of individual characteristics, training design and environmental factors on training transfer: a study using hierarchical regression

Learning Transfer Exploration Model from Skill Institute to Workplace, PLS-SEM Approach

Analysis of relevance between international HRM and industry demand: A review of scientific literature

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