How do employee readliness, training design and work environment relate to transfer of training in public sector?
Despite the increased investment in training, many cases have portrayed employees have inability to transfer of newly learned skills, knowledge and attitudes indicated for the job. As the employees in private sectors are threatened to issue of job insecurity if they remain unproductive, the Public...
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| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
2016
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| Subjects: | |
| Online Access: | http://eprints.unisza.edu.my/5460/1/FH02-FSSG-16-06565.pdf http://eprints.unisza.edu.my/5460/ |
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| Summary: | Despite the increased investment in training, many cases have portrayed employees have inability to transfer of
newly learned skills, knowledge and attitudes indicated for the job. As the employees in private sectors are
threatened to issue of job insecurity if they remain unproductive, the Public Service Department of Malaysia already
made provision the implementation of exit policy to their servants whose performance scores are below 60% or
below the targeted Key Performance Indicator (KPI). Most workers have admitted the importance of the acquisitions
of the newly learned skills and its transfer to the workplace thus has led much research being done on this issue
since 1980 until to date presenting a serious concern in this issue. Building on previous research, this paper may
provide a deeper understanding of the relationships between employee readiness, training design, work environment
and transfer of training. Motivation to transfer is also believed to mediate these relationships. |
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