An investigation into employee perceptions of the factors that influence transfer of training at Standard Executors and Trustees.

Thesis (MBA)-University of KwaZulu-Natal, Pietermaritzburg, 2005.This dissertation focuses on the transfer of training at Standard Executors and Trustees. Studies indicate that too often managers in organisations get involved in what they call training, which they carry out as a matter of routine (Erasmus and Van Dyk,1999:10). This form of training, which is done merely for the sake of training, does not add any tangible benefits for the employee or the organisation. Chapter one of this study presents a background to the company and the issues surrounding the transfer of training as well as some of the benefits that may be achieved by positive transfer of training within an organisation. The chapter also contains a statement of the objectives and hypotheses of the study. Chapters two, three and four present the literature, which was reviewed for the study. In Chapter two various definitions of training, development, learning and transfer of training are explored. Chapter three looks at a systematic approach to transfer of training and Chapter four looks at the transfer process model, which focuses on work Environment Factors that influence transfer of training in organisations. Chapter five outlines the research methodology that was followed in this study. Chapter six presents the field study, which involved the following: • The design of a research questionnaire to investigate the perceptions held by employees in relation to the factors they believe influence transfer of training at Standard Executors and Trustees. • The development of a research model. • The presentation of the research findings. The study ends with Chapter seven which provides a conclusion, discussion and recommendations in respect of the research findings. The key research findings are that Transfer of Training within Standard Executors and Trustees is greatly influenced by: • The assessment of training needs. • The employee's motivation to learn. • The employee's ability to learn. The research also indicates that the while the under-mentioned variables have an influence on Transfer of Training at Standard Executors and Trustees, their influence is not significant: • The design of training. • The selection of an appropriate training venue. • The evaluation of employee performance during and after attending a training course. • The use of goal setting and relapse prevention techniques. • The issue of organisational support was also investigated, however the statements investigating this aspect of the study had very low reliability values and in the final analysis this area will need further research