Investigating tools and techniques to promote workplace training transfer

Dixit, Ramnath; Sinha, Vinita

doi:10.1108/jwl-04-2021-0052

Cited by 12 publications

(11 citation statements)

References 54 publications

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“…In addition, the work environment in the form of organizational support had an influence on transfer of learning. Motivation was at the forefront of the factors studied by Dixit and Sinha (2022). Learning motivation had a high impact on transfer of learning.…”

Section: Review Of Literaturementioning

confidence: 99%

Training design in mediating the relationship of participants’ motivation, work environment, and transfer of learning

Nafukho

Irby

Pashmforoosh

et al. 2022

EJTD

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Purpose The purpose of this paper is to examine the relationship among training design, trainee motivation and work environment on the transfer of learning for teachers enrolled in a continuing professional education (CPE) training program and the confirmation of potential positive, predictive relationships of trainee motivation, work environment and training design to transfer of learning. This study investigated the contribution of training efficiency and relevance as measured by the training design; work environment as measured by work autonomy, work complexity and work variability; and trainee’s motivation of training (learning- and job-oriented) to the transfer of knowledge and skills from the training program to their workplace. Both direct and indirect effects of mentioned components on the learning transfer were explored. Design/methodology/approach This study included 160 teachers working in high-needs schools with large numbers of English learners (ELs) Southwest USA. Teachers in this study primarily needed professional development to empower them and enhance their instructional capacity for ELs and economically challenged students. During the recruitment, participants completed a demographic information (e.g. gender, ethnicity, number of years teaching, age, educational background) survey. Findings A mediation model with training design as the mediating factor was developed and analyzed. The results revealed that training design fully mediated the relationship between trainees’ work environments and the transfer of knowledge, skills and attitude acquired from the training to their workplace. Furthermore, it partially mediated the relationship between learning-oriented motivation and the transfer of learning. These findings further amplify the significance of CPE program training design and foster important considerations for future research regarding the isolation of specific training design aspects that significantly contribute to the mediation of these relationships. Research limitations/implications Considering the significance of learning transfer in developing professional knowledge and skills for target employees and trainees, confirming the mediating effects of training design on training transfer holds critical implications for future research. Specific and purposeful attention needs to be given to the design of CPE training. Investigations into the effects of training design and successful elements such as the training platform (online, hybrid or in-person), sample size, group structure, facilitation and participant demographics are warranted. Practical implications The finding of this research provides a preliminary guide for scholar-practitioners. Results of the study confirmed the role that learning-oriented motivation, job-oriented motivation, work variability or flexibility, work complexity and training design play in transfer of learning. In practice, training professionals will be more comfortable pinpointing the factors that lead to the transfer of learning or the lack of it. Originality/value Learning transfer has been found to be imperative for target employees and trainees to develop professional knowledge, skills and attitudes. Results of this study reveal variables that promote the positive transfer of learning to the workplace.

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Section: Review Of Literaturementioning

confidence: 99%

Training design in mediating the relationship of participants’ motivation, work environment, and transfer of learning

Nafukho

Irby

Pashmforoosh

et al. 2022

EJTD

View full text Add to dashboard Cite

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“…The review is based on “Investigating tools and techniques to promote workplace training transfer”, by Dixit and Sinha (2022), published in Journal of Workplace Learning .…”

Section: Commentmentioning

confidence: 99%

“…A research paper by Dixit and Sinha (2022) aims to investigate the effectiveness and efficiency of the tools and techniques which facilitate the transfer of knowledge and skills acquired during training to the workplace environment. Data is gathered from the responses of 300 employees in eight sectors of industry in India to a questionnaire survey.…”

mentioning

confidence: 99%

Workplace training transfer: tools and techniques

2022

HRMID

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Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Tools which are identified as being highly effective and efficient in ensuring transfer of training are audio/video clips and also one-to-one coaching and live projects on the job. A strong positive correlation was found between effectiveness and efficiency of transfer tools. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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“…In fact, only about 15%–20% of the training investments are converted in a work performance and change, yielding deficient results (Hughes, Zajac, Woods, & Salas, 2018; Gemmano, Manuti, & Giancaspro, 2022). Secondly, TT is considered as a challenge (Ragini & Ghosh, 2022) that most organizations are grappling with, that is why further research is still needed to help organizations take concrete actions to implement it effectively (Dixit & Sinha, 2022). Thirdly, transfer of training is more than simply repeating what is learned in training, for it requires reflexivity, motivation and readiness (Kim, Park, & Kang, 2019), hence learning transfer from training programmes is complex and involves multiple factors and determinants that deserve deeper attention (Chatterjee, Pereira, & Bates, 2018).…”

Section: Introductionmentioning

confidence: 99%

Rethinking training transfer: a practice theory perspective

Zammel

Hachana²

2022

TLO

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Purpose By positioning this study within the theoretical lenses of Bourdieu’s practice theory, this paper aims to provide a more contextual understanding of training transfer (TT) with a particular focus on the duality between objectivity and subjectivity that characterize social structures within two different fields (a public post office company and a multinational evolving in the ICT high-tech sector). Design/methodology/approach Multiple case study. Findings The findings demonstrate that TT cannot be dissociated from social interaction dynamics in the workplace, where objective and subjective structures play a strategic role. In fact, capital dispatching, power disparities and cultural imperatives influence TT practice in both cases. However, this influence differs from one field to another. Practical implications Top management team should pay more attention to power and particularly to symbolic power as it can influence TT intentions and effectiveness. They must be aware that not only the economic capital is sought after but also the cultural and the symbolic capital. Originality/value This study aims at lessening the gap between theory and practice on the TT problem, in an effort to increase comprehension of the social roots of the transferring process. This research deepens the analysis of the complexity of socialization structuring TT practice in two different fields.

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Investigating tools and techniques to promote workplace training transfer

Cited by 12 publications

References 54 publications

Training design in mediating the relationship of participants’ motivation, work environment, and transfer of learning

Training design in mediating the relationship of participants’ motivation, work environment, and transfer of learning

Workplace training transfer: tools and techniques

Rethinking training transfer: a practice theory perspective

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