Currently published as: European Journal of Training and Development
Online from: 1977
Subject Area: Learning and Development
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|Title:||Trainee perceptions of training transfer: an empirical analysis|
|Author(s):||Irene Nikandrou, (Athens University of Economics and Business, Athens, Greece), Vassiliki Brinia, (Athens University of Economics and Business, Athens, Greece), Elissavet Bereri, (Athens University of Economics and Business, Athens, Greece)|
|Citation:||Irene Nikandrou, Vassiliki Brinia, Elissavet Bereri, (2009) "Trainee perceptions of training transfer: an empirical analysis", Journal of European Industrial Training, Vol. 33 Iss: 3, pp.255 - 270|
|Keywords:||Knowledge transfer, Training, Training methods|
|Article type:||Research paper|
|DOI:||10.1108/03090590910950604 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – The purpose of the paper is to present an empirical study based on a trainee-oriented systemic model for training transfer. The paper examines trainee characteristics which affect the motivation to learn and transfer and determine the trainees' entry behavior. Then, during the training process, the complex interactions among the trainer, the trainees and the content and method used are taken into account to assess what are here termed direct and indirect training transfer. Finally, organizational factors affecting both the training transfer and the trainee him/herself are examined.
Design/methodology/approach – The authors used 44 in-depth interviews with trainees from different organizations who participated in a training program that was based on an innovative experiential training method (project method).
Findings – The results reveal the importance of trainee characteristics in the training transfer process and provide useful insights regarding the design and management of the training program.
Originality/value – The qualitative methodology used is a strong element of this study as it provides rich information regarding the training transfer process. The research design framework, i.e. interviewing trainees one year after the training took place, revealed important factors affecting the training transfer process.
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