With the changing world, enterprises and businesses are looking for ways to stay updated and increase their productivity. It is being achieved through in-service training, also known as training transfer. Training transfer can be defined as the act of acquiring more knowledge about what you already know. It is where professionals go for further training to learn about new developments and technologies in their line of work. An example is when teachers are required to get extra training when a new curriculum is implemented. Training transfer influences the job performance of an individual who has undergone the training positively in any firm or an organization.
Transfer training usually leads to an increase in work quality and outcome. Some institutions even go ahead to pay for the required fees and this, in turn, serves as an investment return for them (Mozammel, 2019). With the rising competition in the coming days, businesses and institutions are opting for this to stay on top. Studies have shown that those businesses that opt for training transfer have seen increased productivity and quality.
Research on training transfer has been widely done. However, there is very little information on the impact the training has on the employees’ job performance. Is it effective? Some of the factors that have led to training transfer include; characteristics of the trainee, including their cognitive ability and motivation to learn, the design used in training where the focus is on the expected content and instructional method (Ahmed Abdul Malik, 2020). Lastly, the nature of their environment is supervision, organization, and peer support.
The trainee’s attitude towards the need for the training is a key factor. If they feel that it will be useful, they will want to do it. In the case of professional in-service training, a trainee’s ability to learn is key. How the trainees perceive this activity will determine their willingness to use the acquired skills to increase productivity in the workplace.
Notably, the method trainers use in training should be considered. Some of the trainees may be people who were out of school long ago. (Dunmore, 2021)A flexible program would be an added advantage. The content should also be relevant. No one wants to go for training transfer only to find that what is being taught is irrelevant or known knowledge.
In every workplace, employees usually have set goals to be met. Supervisors are there to help them do this. Employees will be motivated to get extra skills and become better when they recognize and award them. A training program could be a way to help them in doing that.
This study will enable the acquisition of knowledge in the employee performance sector. It will give more information to the existing one and lead to further research on different topics related to transfer training and job performance. Organizations will use the findings from the study in their quest to improve employee training and performance. It will also help realize how important employee training is to organizations. The findings and recommendations obtained will be a key reference point to other researchers who will further the study.
Researches that already exist suggest that the relationship between training transfer and job performance is positive. (Bretz, 2021)That training transfer generates benefits to the organization and the individual. According to Phillips, Jack, and Stone (2002), training plays an important role in developing 28 organizations. It enhances performance, and productivity rises. The organization is placed in a good position to compete with others. From the research done by Wehnam, Jagero, and Nyaochi (2014), the relationship between training and employee performance is positive and solid.
Some of the research questions that the study could focus on are;
- Do technological changes affect the daily activities in organizations?
- What relationship does job training have on employee performance?
- What is the employee’s view on the need for training transfer?
The study will involve top management, middle-level, and junior employees. The assumptions are that the participants will co-operate and provide honest answers for the research.
Training always has three impacts on the trainees. Positive transfer, negative transfer, and zero transfer. Positive transfer is when the employees can apply what they learn in their work and see the results. Negative transfer is achieved when the employees come back, worse than when they went. (Nurnberger, 2016) Productivity levels go down. Zero transfers occur when the skills acquired do not lead to any changes in productivity or performance.
Previous research found the benefits of training transfer to be many. Some of them are; employees are more satisfied with their jobs, and their morale is boosted. They are less worried about making mistakes because they are better informed. Risk management is also harbored in that, during training, some of the topics may touch on controversial issues like sexual harassment. Training will mitigate some of these occurrences. Organizations will have increased innovations. Acquisition of new knowledge will bring forth creativity. Employees will want to experiment with their new skills, which may bring out something productive. Organizations will also have the ability to develop new technologies and methods. Companies will comfortably buy new equipment because the required skills will be available. Lastly, the organization’s image is enhanced. One of the things that trainers could incorporate in training is ethics training. Employees are usually the face of the company. Trained employees will portray a good image of the company to the public.
The challenges encountered are lacking the opportunity to apply the changes. After the employees are done with training, it may be challenging to implement their workplace skills. Some of their colleagues may resent the newly acquired knowledge claiming that what they have been doing in the past is being condemned. Humans are naturally different. Some people are usually just resistant to change. In a situation like moving from doing things manually to working with computers, some employees may not agree. They may choose to act negatively towards job involvement. They may refuse to take part in training because of their interests. (Suleiman, 2017) Organizations may nonetheless provide inadequately or no resources or facilities; thus, it will be demotivating to the trainees.
Lastly, from the employees’ perspective, researchers noted that training positively influenced their job performance. They felt that they were up to the task and did their best; those whom their organizations funded say they felt motivated to work more. Few didn’t like the experience because they felt like all that was being taught was known information. Transfer training co-relates with job performance in that those who go for it eventually reflect their skills in their workplaces.
Employees revealed that trainees should be given opportunities to improve transfer training to implement their new skills. Employees should also be self-directed in looking for ways to include their new skills in working. A mechanism where managers should track whether employees use the new skills. (Khahan Na-Nan, 2019)Furthermore, employees should be consulted on the strategies to use so that the training outcomes are well utilized in increasing productivity in the organization.
To conclude, organizations use a lot of money annually on employee training. This practice is only important if the skills learned are used to boost performance. Managers should consult employees about developing better and improved ways to ensure that the transfer training goals are achieved.
References
Ahmed Abdul Malik, N. S. (2020, October). ACADEMIC STAFF TRAINING TRANSFER AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE. Retrieved February 4, 2022, from Research Gate: https://www.researchgate.net/publication/344541337_ACADEMIC_STAFF_TRAINING_TRANSFER_AND_ITS_IMPACT_ON_ORGANIZATIONAL_PERFORMANCE
Bretz, F. (2021, August 19). Of course, Learning Transfer improves Firm Performance. Retrieved February 4, 2022, from Odo survey: https://kodosurvey.com/blog/course-learning-transfer-improves-firm-performance
Dunmore, J. (2021). Employee Perceptions about Impr captions about Improving Training Transfer in the er in the. Retrieved February 4, 2022, from Walden University Scholar Works: https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=11761&context=dissertations
Khahan Na-Nan, E. (2019, July 29). Self-efficacy and employee job performance: Mediating effects of perceived workplace support, motivation to transfer, and transfer of training. Retrieved February 5, 2022, from emerald insight: https://www.emerald.com/insight/content/doi/10.1108/IJQRM-01-2019-0013/full/html
Mozammel, S. (2019, November). Understanding Post-Training Factors and Job Performance Relationship: Review of Literature for Transfer of Training Enthusiasts. Retrieved February 4, 2022, from Research Gate: https://www.researchgate.net/publication/337053150_Understanding_Post-Training_Factors_and_Job_Performance_Relationship_Review_of_Literature_for_Transfer_of_Training_Enthusiasts
Nurnberger, B. (2016, August 19). The Importance of Training Transfer. Retrieved February 4, 2022, from Alive and Kicking solutions: https://www.aliveandkicking.com.au/importance-training-transfer/
Suleiman, W. (2017, September 15). Exploration of Human Resource Challenges Faced by the teachers in Transferring Training. Retrieved February 5, 2022, from Academia: https://www.academia.edu/34604441/Exploration_of_Human_Resource_Challenges_Faced_by_the_Teachers_in_Transferring_Training
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