ABSTRACT

Most organizations view training and development as a fundamental part of human resource development. While training and development aim at changing the knowledge, skills, and attitudes of a trainee resulting in a positive change in behaviour, transfer of training is deemed as a major problem in the transfer of knowledge, skills, and attitudes from a training to a job. Researchers, practitioners, and academics have believed for more than three decades that the transfer of training is only 20 to 30%. Numerous studies are conducted to find the reasons for such a low rate of transfer of training. To better understand the low rate of transfer of training and its relationship with context, this study features survey questionnaires and semi-structured interviews with the employees of eight media organizations of Pakistan. The primary research question is: What contextual factors influenced transfer of training by trainees back to their jobs before, during and after training?

摘要

大多数组织将培训和发展视为人力资源开发的基本组成部分。虽然培训和发展旨在改变受训者的知识、技能和态度，从而导致行为的积极改变，但培训的转移被认为是知识、技能和态度从培训转移到工作的主要问题. 三十多年来，研究人员、从业者和学者一直认为培训的转移率只有 20% 到 30%。进行了大量研究以找出培训转移率如此低的原因。为了更好地了解培训转移率低及其与背景的关系，本研究对巴基斯坦八家媒体组织的员工进行了调查问卷和半结构化访谈。