Exploration of Human Resource Challenges Faced by the Teachers in Transferring Training
Keywords:
Training and Development Transfer of Training, Opportunity to Apply, Resistant to Change, Job Involvement.
Abstract
Organizations hope that their employees are able to learn and acquire new knowledge and skills in the events of training and effectively transferring it back to the workforce, but it is deteriorating day by day. This paper explores challenges faced by trainees in transferring training through focus group interviews. Content analysis was the procedures and techniques employed to analyze the gathered data. The findings uncover and highlighted some major challenges that hinder employees to properly transfer what they might have learned in the training session on their jobs. The ability of the management to overcome those challenges would drive workers to be them to be desirous in making persistent and intense efforts towards utilizing skills and knowledge learned in the work settings. Human resource trainers need to overcome the identified challenges on employees’ training transfer in the organization.
References
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Burrell, G., & Morgan, G. (1979). Sociological paradigms and organisational analysis. London:Heinemann.
Chiou, H., Lee, Y., & Purnomo, S. H. (2010). The influences transfer of training on relationship between knowledge characteristic of work design model and outcomes. International Journal of Innovation, Management and Technology, 1(2), 116–124.
Chowdhury, M. S. (2007). Enhancing motivation and work performance of the sales people: The impact of supervisors’ behavior.African Journal of Business Management, 1(12), 238–243.
Creswell, J. W. (2008). Educational research: planning, conducting and evaluating quantitative and qualitative research. New Jersy, Pearson Prentice Hall.
Donovan, P., Hannigan, K., & Crowe, D. (2001). The Learning transfer system approach to estimating the benefits of training: Emperical evidence. Journal of European Development, 79(3), 376–384.
Elloy, D. F., Everette, J. E., & Flynn, W. R. (1995). Multidimensional mapping of the correlatesof job involvement work–related scales used in studies of job involvement. Canadian Journal of Behavioral Science,27(1), 79–87.
Facteau, J. D., Dobbins, G. H., Russell, J. E. A., Ladd, R. T, & Kudisch, J. D. (1995). The influenceof general perceptions of the training environment on pretraining motivation and perceived training transfer. Journal of Management, 21(1), 1–25.
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Jessica, C. (2010). Best practices for youth employment programs: A synthesis of current research what works. Research to Practice Series 9(4), 20–35.
Madi, M., Abdullah, B., Ismail, A., Baroto, M. B. (2012). Supervisor’s role in training programs as a predictor of motivation to learn : A study in a Malaysian public sector. 2nd International Conference on Business and Economic Research Proceeding, 1(1), 1371-1380.
Mani, S. A., John, J., Ping, W. Y., & Ismail, N. M. (2006). Knowledge, attitude and practice towards its production in Malaysia. Intechopen, 2(1), 3–19.
Ng, K. H. (2014). Supervisory practices and training transfer: lessons from Malaysia. Asia Pacific Journal of Human Resources, 10(3), 78–84. doi:10.1111/1744–7941.12044
Nijman, D. J. M., Nijhof, W. J., Wognum, A. A. M., & Veldkamp, B. P. (2006). Exploring differential effects of supervisor support on transfer of training. Journal of European Industrial Training, 30(7), 529–549. doi:10.1108/0309059061070439
Nikandrou, I., Brinia, V., & Bereri, E. (2009). Trainee perceptions of training transfer: An empirical analysis. Journal of European Industrial Training, 33(3), 255–270. doi:10.1108/03090590910950604
Othman, A. E. A., & Suleiman, W. (2013). An analysis of causes of poor attitude to work. Procedia–Social and Behavioral Sciences, 97(9),194–200.doi:10.1016/ j.sbspro.2013.10.2
Patton, M. Q. (2002). Qualitative research and evaluation methods (3rd Ed.). Thousand Oaks, CA: Sage Publications.
Pham, N. T. P., Segers, M. S. R., & Gijselaers, W. H. (2013). Effects of work environment on transfer of training: empirical evidence from master of business administration programs in Vietnam. International Journal of Training and Development, 17(1), 1–19 doi:10.1111/j.1468–2419.2012.00417.x
Ripley, D. E. (2002). The work environment and training effectiveness: An overlooked element in human resource management instructions [on–line] review from http://www.wesga.edu/–bquest/2002. 4(6), 5–20.
Romanova, G., Maznichenko, M., &Neskoromnyh, N. (2016). Systematic Approach to the Goalsetting of Higher Education in the Field of Tourism and Hospitality. European Journal of Contemporary Education, 17(3), 344-356.
Suleiman, W. (2013). A study of causes of poor attitude to work among workers of both public and private sectors organizations in Bauchi state–Nigeria. International Journal of Academic Research in Business and Social Sciences, 3(7), 143–152. doi:10.6007 / IJARBSS/v3–i7/16
Tellers–rogers, T., Pasztor, E. M., & Kleinpeter, C. B. (2003). The impact of training on worker performance and retention. International Journal of Continueing Sociala Work Education, 2(13), 88–107.
Tsvetkova, M. I. (2016). The Shadows of Reading: Reasons for the Bad Results of Bulgarians in PISA Studies. European Journal of Contemporary Education, 17(3), 368-377.
Tziner, A., Fisher, M., Senior, T., Weisberg, J., & Street, G. (2007). Effects of trainee characteristics on training effectiveness. Interdiscipilinary Journal of Selection and Assessment, 15(2) 34–45.
Van der locht, M., van Dam, K., & Chiaburu, D. S. (2013). Getting the most of management training: the role of identical elements for training transfer. Personnel Review, 42(4), 422–439. doi:10.1108/PR–05–2011–0072
Adusei, H., Sarfo, J. O., Manukure, P., &Cudjoe, J. (2016). " If I Should Stop Teaching Now, Where Will I Go?" Turnover Intentions among High School Teachers in Ghana. European Journal of Contemporary Education, 17(3), 263-271.
Ahmad, R., & Usop, H. (2011). Conducting research in social sciences, humanities, economics andmanagement studies: Apractical Guide, Lee Miing Press Sdn Bhd.
Akhtar, M. F., Ali, K., Sadaqat, S., & Hafeez, S. (2011). Extent of training in banks and its impact on employees motivation and involvement in job. Interdiscipilinary Journal of Contemporary Research in Business, 2(12), 793–807.
Babintsev, V. P., Sapryka, V., Serkina, Y. I., &Ushamirskaya, G. F. (2016). Reform of Higher Education in Russia: Habitus Conflict. European Journal of Contemporary Education, 17(3), 284-294.
Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(2), 63–105.
Bandura, A. (1986). Social foundations of thought and action. Englewood Cliffs, NJ: Prentice Hall. Pp41–70.
Benjamin, H. R., & Jespery, T. T. (2007). Using new skills in the jobsetting. Journal of BehavioralScience and Mangement, 8, 674–694.
Bigge, M. L., & Shermis, S. S. (2004). Learning theories for tachers (6th Ed.). USA Pearson Education Inc.
Bin &Yusof, (2012). Work–family conflict and work–related attitude: The mediating effects of stress reactions. International Journal of Social Science and Humanity Studies, 4(1), 377–387.
Brinkerhoff, R. O., & Montesino, M. U. (1995). Partnerships for training transfer: Lessons from a corporate study, Human Resource Development Quarterly6(3), 263–74.
Bunch, K. J. (2007). Training failure as a consequence of organizational culture. Human Resource Development Review, 6(2), 142–163. doi:10.1177/1534484307299273
Burke L. A., & Hutchins H. M. (2008). A study of best practices in training transfer and proposed model of transfer, Human Resource Development Quarterly,19(2), 107–128.
Burrell, G., & Morgan, G. (1979). Sociological paradigms and organisational analysis. London:Heinemann.
Chiou, H., Lee, Y., & Purnomo, S. H. (2010). The influences transfer of training on relationship between knowledge characteristic of work design model and outcomes. International Journal of Innovation, Management and Technology, 1(2), 116–124.
Chowdhury, M. S. (2007). Enhancing motivation and work performance of the sales people: The impact of supervisors’ behavior.African Journal of Business Management, 1(12), 238–243.
Creswell, J. W. (2008). Educational research: planning, conducting and evaluating quantitative and qualitative research. New Jersy, Pearson Prentice Hall.
Donovan, P., Hannigan, K., & Crowe, D. (2001). The Learning transfer system approach to estimating the benefits of training: Emperical evidence. Journal of European Development, 79(3), 376–384.
Elloy, D. F., Everette, J. E., & Flynn, W. R. (1995). Multidimensional mapping of the correlatesof job involvement work–related scales used in studies of job involvement. Canadian Journal of Behavioral Science,27(1), 79–87.
Facteau, J. D., Dobbins, G. H., Russell, J. E. A., Ladd, R. T, & Kudisch, J. D. (1995). The influenceof general perceptions of the training environment on pretraining motivation and perceived training transfer. Journal of Management, 21(1), 1–25.
Farotimi, O. E. (2010). Employees’ disconnect to work: major challenges for human resource management in nigeria, presented at the annual conference of the 8th Oyo State Chapter of Chartered Institute of Personnel Management of Nigeria, 13(4), 25–39.
Foxon, M. (1997). The influence of motivation to transfer, action planning, and manager support on the transfer process. Performance Improvement Quarterly, 10(2), 42–63.
Gill, J., & Johnson, P. (1991). Research methods for managers. London: Paul Chapman Publishing Ltd.
Hafer, J. C., & Martin, T. N. (2006). Job involvement or affective commitment: A sensitivity analysis study of apathetic employee mobility. Behavioural and Applied Management, 1(12), 2–19.
Holladay, C. L., & Quiñones, M. A. (2003). Practice variability and transfer of training: The role of self–efficacy generality. The Journal of Applied Psychology, 88(6), 1094–103. doi:10.1037/0021–9010.88.6.1094
Holton, E. F. III. (1996). Toward construct validation of a transfer climate instrument. Human Resource Development Quarterly, 8(2), 95–113.
Hussain, R. M. (2010). An empirical study of the relationship between motivation to transfer and transfer of training. Far East Journal of Psychology and Business, 5(1), 47–56.
Jessica, C. (2010). Best practices for youth employment programs: A synthesis of current research what works. Research to Practice Series 9(4), 20–35.
Madi, M., Abdullah, B., Ismail, A., Baroto, M. B. (2012). Supervisor’s role in training programs as a predictor of motivation to learn : A study in a Malaysian public sector. 2nd International Conference on Business and Economic Research Proceeding, 1(1), 1371-1380.
Mani, S. A., John, J., Ping, W. Y., & Ismail, N. M. (2006). Knowledge, attitude and practice towards its production in Malaysia. Intechopen, 2(1), 3–19.
Ng, K. H. (2014). Supervisory practices and training transfer: lessons from Malaysia. Asia Pacific Journal of Human Resources, 10(3), 78–84. doi:10.1111/1744–7941.12044
Nijman, D. J. M., Nijhof, W. J., Wognum, A. A. M., & Veldkamp, B. P. (2006). Exploring differential effects of supervisor support on transfer of training. Journal of European Industrial Training, 30(7), 529–549. doi:10.1108/0309059061070439
Nikandrou, I., Brinia, V., & Bereri, E. (2009). Trainee perceptions of training transfer: An empirical analysis. Journal of European Industrial Training, 33(3), 255–270. doi:10.1108/03090590910950604
Othman, A. E. A., & Suleiman, W. (2013). An analysis of causes of poor attitude to work. Procedia–Social and Behavioral Sciences, 97(9),194–200.doi:10.1016/ j.sbspro.2013.10.2
Patton, M. Q. (2002). Qualitative research and evaluation methods (3rd Ed.). Thousand Oaks, CA: Sage Publications.
Pham, N. T. P., Segers, M. S. R., & Gijselaers, W. H. (2013). Effects of work environment on transfer of training: empirical evidence from master of business administration programs in Vietnam. International Journal of Training and Development, 17(1), 1–19 doi:10.1111/j.1468–2419.2012.00417.x
Ripley, D. E. (2002). The work environment and training effectiveness: An overlooked element in human resource management instructions [on–line] review from http://www.wesga.edu/–bquest/2002. 4(6), 5–20.
Romanova, G., Maznichenko, M., &Neskoromnyh, N. (2016). Systematic Approach to the Goalsetting of Higher Education in the Field of Tourism and Hospitality. European Journal of Contemporary Education, 17(3), 344-356.
Suleiman, W. (2013). A study of causes of poor attitude to work among workers of both public and private sectors organizations in Bauchi state–Nigeria. International Journal of Academic Research in Business and Social Sciences, 3(7), 143–152. doi:10.6007 / IJARBSS/v3–i7/16
Tellers–rogers, T., Pasztor, E. M., & Kleinpeter, C. B. (2003). The impact of training on worker performance and retention. International Journal of Continueing Sociala Work Education, 2(13), 88–107.
Tsvetkova, M. I. (2016). The Shadows of Reading: Reasons for the Bad Results of Bulgarians in PISA Studies. European Journal of Contemporary Education, 17(3), 368-377.
Tziner, A., Fisher, M., Senior, T., Weisberg, J., & Street, G. (2007). Effects of trainee characteristics on training effectiveness. Interdiscipilinary Journal of Selection and Assessment, 15(2) 34–45.
Van der locht, M., van Dam, K., & Chiaburu, D. S. (2013). Getting the most of management training: the role of identical elements for training transfer. Personnel Review, 42(4), 422–439. doi:10.1108/PR–05–2011–0072
Published
2017-09-15
How to Cite
Suleiman, W., Adamu, M., & Inuwa, M. (2017). Exploration of Human Resource Challenges Faced by the Teachers in Transferring Training. International Journal of Business and Management Future, 1(1), 16-31. https://doi.org/10.46281/ijbmf.v1i1.111
Section
Original Articles/Review Articles/Case Reports/Short Communications
Copyright (c) 2017 Wasilu Suleiman, Muhammad Adamu, Mohammed Inuwa
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