The Role of Proactivity in Training Transfer

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“…The various direct and indirect influences between these factors and elements highlight the fact that training transfer is a complex, multifaceted phenomenon. Baldwin and Ford's (1988) model has been widely reviewed in the last twenty-five years (Bauer, McAbee, & Jackson, 2023;Rahayu & Paerah, 2022;Wenzel & Cordery, 2014). There have been several variants made to this basic tripartite framework in subsequent studies.…”

“…There have been several variants made to this basic tripartite framework in subsequent studies. Wenzel and Cordery (2014) argued that evaluations of training transfer need to explicitly consider the role of (a) key stakeholders, which include executives, supervisors, performers, performance consultants, evaluators, performance partners, peers, and subject matter experts, and (b) time-period of training transfer, which consists of pre-training, training, and post-training. By considering time and stakeholder elements, the researchers laid the foundation for a more systemic approach to evaluating a training program.…”

“…Training will be considered less successful if, upon returning from training, a trainee does not show the expected behavior. This behavior generally occurs shortly after training, but over time it will often decrease (Saks, 2002;Wenzel & Cordery, 2014). Hence, training that is able to change trainees' behavior and maintain it within a certain period, specifically in the long term, is highly desired.…”

“…Despite its strategic role, effective training, which enables participants to implement the obtained competencies in the workplace, e.i., in the classroom, is not easy to design and conduct. Besides, past studies (Saks, 2002;Wenzel & Cordery, 2014) have affirmed that only 40% -62% of content obtained from training is transferred immediately after the training program, 25% -44% is transferred after six months, and 15% -34% is implemented after one year. In this case, evaluating the factors that lead to the success of training, both for the short term and long term, is necessary, especially for the education sector (Cahapay, 2021;Sharif, Braimah, & Dogbey, 2023).…”

Relationship between Peer Influence and Transfer of Skills from Training the Workplace in State Corporations in Kenya

“…Return on many training investments is low and investments in training are too often wasted due to poor transfer. This is of particular concern in today's rapidly changing business climate, where organizational success often depends on the speed with which people can learn and apply new ideas and information (Wenzel & Cordery, 2014).…”