TRAINING MANAGEMENT AS AN ANTECEDENT OF TRAINING TRANSFER
DOI:
https://doi.org/10.24200/jonus.vol4iss1pp136-158Abstract
Present literature related to human resource development highlights that training management is a strategic human resource management policy. This issue has been viewed as a remarkable phenomenon in dynamic organizations. Recent studies mostly published in the 21st century proved that the ability of management to plan and implement training programs may produce a noteworthy effect on work related attitudes, particularly in training transfer. This study incorporates a cross-sectional design as it delivers flexibility to the researchers in incorporating the training management literature, a self-administered questionnaires and semi-structured interview to gather data from participants at a military medical corps using a purposive sampling method. They are the administrators, medical doctors, nurses and supporting staff who work in different divisions within the organization. The SmartPLS path model analysis was utilized to analyze the validity and reliability of the instrument, and thus testing the research hypotheses. The results of SmartPLS path model analysis revealed that the implementation of communication and assignment in managing training programs had led to higher employees’ motivation to transfer, while implementation of support in managing training programs had not led to higher employees’ motivation to transfer in the organizational sample. Therefore, this study further suggests that communication and assignment should be considered as a critical success factor for the training management domain, as well as external and internal obstacles should be comprehensively evaluated to maintain and achieve the training goals in an era of knowledge-based organization.
Keywords: Assignment, communication, support, training management, training transfer.
Cite as: Ismail, A., Foboy, N. A., Mohamad Nor, A., Abdullah, A. A., & Ismail, Y. (2019). Training management as an antecedent of training transfer. Journal of Nusantara Studies, 4(1), 136-158. http://dx.doi.org/10.24200/jonus.vol4iss1pp136-158
References
Advantages of Training Programme. (2017). Retrieved from http://www.whatishumanresource.com/advantages-of-training-programme
Al-Swidi, A. & Al Yahya, M. (2017). Training transfer intention and training effectiveness: Assessing the gender differences using multi-group structural equation modelling approach. International Journal of Organizational Analysis, 25(5), 839-860.
Anjani, P. K. (2013). Impact of readiness for change on organizational change of banking sector in Salem District. International Journal of Management and Business Research, 3(4), 353-371.
Azman, I., Hua, N. K., Ismail, Y., Abu Samah, A. J., Abu Bakar, R., & Ibrahim, N. (2015). Administrators’ roles in training programs and training transfer. Jurnal Dinamika Managemen, 6(1), 25-39.
Azman, I. & Nurul, I. (2010). Motivasi latihan sebagai pembolehubah penghubung antara program latihan dan keberkesanan latihan. Jurnal Kemanusiaan, 16(1), 83-98.
Azman, I., Sofiah, B., Sheela Chitra, C. S., Rodney, G., & Rabaah, T. (2009). Supervisor communication in training program: An empirical study in Malaysia. Marketing & Management Journal, 7(1), 59-68.
Azman, I., A, Ghazali, Muhammad Zulfadhlizam, G., & Zain Yusof, M. (2013). Relationship between managers’ training assignments and trainees’ perceived value in a defense based higher education institution. Jurnal Personalia Pelajar, 16(1), 105-113.
Baldwin, F. L. (1991). Instructional strategies and techniques. Performance Improvement, 30(4), 33-36
Baldwin, T. T. & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63-105.
Barclay, D., Higgins, C., & Thompson, R. (1995). The partial least squares (PLS) approach to causal modeling: Personal computer adoption and use as an illustration. Technology Study, 2(2), 285-309.
Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010). Transfer of training: A meta-analytic review. Journal of Management, 36(1), 1065-1105.
Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods, research and applications for human resource management. London, U.K.: Sage Publications.
Burke, L. A. & Hutchins, H. M. (2007). Training transfer: An integrative literature review and implications for future research. Human Resource Development Review, 6(3), 263-296.
Chiaburu, D. S. & Lindsay, D. R. (2008). Can do or will do? The importance of self-efficacy and instrumentality for training transfer. Human Resource Development International, 11(1), 199-206.
Chow, A. F., Gillespie Finney, T., & Woodford, K. C. (2010). Training design and transfer: Contributions of six sigma. International Journal of Productivity and Performance Management, 59(7), 624-640.
Creswell, J. W. (1998). Educational research: Planning, conduct, and evaluating quantitative and qualitative research, 4th ed. Boston: Pearson.
Cuterela, S. (2012). Globalization: Definition, processes and concepts. Romanian Statistical Review Supplement, Romanian Statistical Review, 60(4), 137-146.
Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance, 13(1), 46-78.
Dawley, D. D., Andrews, M. C., & Bucklew, N. S. (2008). Mentoring, supervisor support, and perceived organizational support: What matters most? Journal Leadership & Organization Development, 29(3), 235-247.
Dermol, V. & Čater, T. (2013). The influence of training and training transfer factors on organisational learning and performance. Personnel Review, 42(3), 324-348.
Faizal Amin, N. Y. & Ruhizan, M. Y. (2014). Learning transfers in training institutions and the workplace in Malaysia. Journal for Technical and Vocational Education and Training, 3(1), 1-16.
Faizal Amin, N. Y., Ruhizan, M. Y., & Mohd, B. (2015). Learning transfer in national occupational skill standard (NOSS) system and workplace learning: How training design affect it? Procedia - Social and Behavioral Sciences, 174(1), 156-163.
Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Ghosh, P., Satyawadi, R., Joshi, J. P, Ranjan, R., & Singh, P. (2012). Towards more effective training programmes: A study of trainer attributes. Industrial and Commercial Training, 44(4), 194-202.
Gilpin-Jackson, Y. & Bushe, G. R. (2007). Leadership development training transfer: A case study of post-training determinants. Journal of Management Development, 26(1), 980- 1004.
Grossman, R. & Salas, E. (2011). The transfer of training: What really matters. International Journal of Training and Development, 15(2), 103-120.
Hair, J. F., Hult, G. T. M, Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM), 2nd ed. United States of America: Sage Publications Inc.
Henseler, J. & Chin, W. W. (2010). A comparison of approaches for the analysis of interaction effects between latent variables using partial least squares path modeling. Structural Equation Modeling, 17(1), 82-109.
Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The use of the partial least squares path modeling in international marketing. New Challenges to International Marketing Advances in International Marketing, 20(1), 277-319.
Hua, N. K., Ahmad, R., & Ismail, A. (2011). The impact of the supervisor’s role in training programmes on the transfer of training: A case study in four East Malaysian local governments. Research and Practice in Human Resource Management, 19(2), 24-42.
Huang, W. R. & Su, C. H. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial and Commercial Training, 48(1), 42-52.
Hunter-Johnson, Y. O. (2013). When training is not enough: An appeal to the work environment for transfer of training in the Bahamian police force. International Journal of Bahamian Studies, 19(1), 3-14.
Kucherov, D. & Manokhina, D. (2017). Evaluation of training programs in Russian manufacturing companies. European Journal of Training and Development, 41(2), 119-143.
Lancaster, S., Milia, L. D., & Cameron, R. (2013). Supervisor behaviours that facilitate training transfer. Journal of Workplace Learning, 25(1), 6-22.
Locke, E. A. & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, New Jersey: Prentice-Hall.
Machin, M. A. & Fogarty, G. J. (2004). Assessing the antecedents of transfer intentions in a training context. International Journal of Training and Development, 8(3), 222-236.
Madagamage, G. T., Warnakulasooriya, B. N. F., & Wickramasuriya, H. V. A. (2014). Factors influencing motivation to transfer training: An empirical study of a government sector training program in Sri Lanka. Tropical Agricultural Research, 26(1), 12-25.
Martin, H. J. (2010). Improving training impact through effective follow-up: Techniques and their application. Journal of Management Development, 29(6), 520-534.
Mikami, S. & Furukawa, M. (2018). The conditions for successful knowledge transfer in development‐aid training programs. International Journal of Training and Development, 22(2), 107-125.
Na-nan, K., Chaiprasit, K., & Pukkeeree, P. (2017). Influences of workplace environment factors on employees’ training transfer. Industrial and Commercial Training, 49(6), 303-314.
Nafukho, F. M., Alfred, M., Chakraborty, M., Johnson, M., & Cherrstrom, C. A. (2017a). Predicting workplace transfer of learning: A study of adult learners enrolled in a continuing professional education training program. European Journal of Training and Development, 41(4), 327-353.
Nafukho, F. M., Alfred, M., Chakraborty, M., Johnson, M., & Cherrstrom, C. A. (2017b). The effect of soft skills and training methodology on employee performance. European Journal of Training and Development, 41(4), 388-406.
Ng, K. H. (2015). Supervisory practices and training transfer: Lessons from Malaysia. Asia Pacific Journal of Human Resources, 53(2), 221-240.
Nunally, J. C. & Bernstein, I. H. (1994). Psychometric theory. New York: McGraw-Hill.
Rahmah, I., Rosnita, H., & Siang, L. C. (2015). Penentu keterlibatan pekerja dalam latihan: Kes sektor pendidikan swasta di Malaysia. Geografia, 11(10), 1-13.
Schwab, K. (2017). The fourth industrial revolution. New York: Crown Publishing Group.
Sekaran, U. & Bougie, R. (2010). Research methods for business: A skill building approach. New York: John Wiley & Sons, Inc.
Shekari, H. & Ghatari, A. (2013). Promoting corporate image: A reflection on green supply chain management approach. International Journal of Management and Business Research, 3(4), 311-324.
Siti Fardaniah, A. A. & Mohd Nasir, S. (2016). Stimulating workplace learning through training characteristics and motivation to learn. Jurnal Pengurusan, 48(1), 173-185.
Tonhauser, C. & Buker, L. (2016). Determinants of transfer of training: A comprehensive literature review. International Journal for Research in Vocational Education and Training, 3(2), 127-165.
Trowler, P. & Bamber, R. (2005). Compulsory higher education teacher training: Joined-up policies, institutional architectures and enhancement cultures. International Journal for Academic Development, 10(2), 79-93.
Tsai, W. C. & Tai, W. T. (2003). Perceived importance as a mediator of the relationship between training assignment and training motivation. Personnel Review, 32(2), 151-163.
Velada, R., Caetano, A., Michel, J. W., Lyons, B. D., & Kavanagh, M. J. (2007). The effects of training design, individual characteristics and work environment on transfer of training. International Journal of Training and Development, 11(1), 282-94.
Vroom, V. H. (1964). Work and motivation. New York: John Wiley and Sons.
Yang, Z. (2009). A study of corporate reputation’s influence on customer loyalty based on PLS-SEM model. International Business Research, 2(3), 28-35.
Zahari, I. B. & Obaid, T. F. (2014). The role of key factors of training transfer on employee's job performance: A review. European Scientific Journal, 2(1), 163-169.
