Influence of Individual Characteristics, Organizational Support System and Learning Organizational Practices in Post-program Transfer of Training: A Study on Management Development Programs of Bangladesh Civil Service

Md Sanwar Jahan Bhuiyan

Abstract


Management development programs of Bangladesh Civil Service are traditionally seen as a piecemeal approach; no linkage is found among program performance, transfer performance and career advancement of trained officials. Moreover, no effective mechanism is found in public organization to assess or monitor the issue of post-program transfer of training. The study employed an in-depth investigation into factors affecting post-program transfer of training. It made a detailed investigation into ultimate effectiveness of management development programs by examining contribution of three sets of influencing factors under individual characteristics, work environment (social and logistic support), and learning organizational practices on post-program transfer of training. The study was conducted on two management development courses like Advanced Course on Administration and Development (ACAD) and Senior Staff Course (SSC) by administering survey on purposively selected 212 graduated participants of both the courses. The findings of the study suggest that the predictors like post-program motivation and self-efficacy to transfer, peer support, learning organizational practices like collaboration and team learning and strategic link of transfer performance with career advancement have direct and positive influence on post-program transfer of training. The findings of the study would guide the policy planner to formulate prudent HRD policy and strategy linking training performance (performance of learning acquisition as well as post program transfer) and career advancement (placement and promotion).

Full Text:

PDF

References


Bandura, A. (1982). Self-efficacy mechanism in human agency. American psychologist, 37(2), 122.

Bangladesh Public Administration Training Centre. (2016). Training Calendar. Publication Department, BPATC, Savar. Dhaka.

Bangladesh Public Administration Training Centre. (2013). 64th Senior Staff Course: Course Guidelines. Publication Department, BPATC, Savar. Dhaka.

Banldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41 , 63-105.

Bates, R., & Khasawneh, S. (2005). Organizational learning culture, learning transfer climate and perceived innovation in Jordanian organizations. International journal of training and development, 9(2), 96-109.

Blanchard, P. N., Thacker, J. W., & Ram, V. A., (2004), Effective Training: System, Strategies, and Practices. Pearson. New Jersey. p. 214

Blanchard, P. N., Thacker, J. W., & Ram, V. A., (2010), Effective Training: System, Strategies, and Practices. Pearson. Chennai. Delhi. Chandighar. p. 190

Blanchard, P. N., Thacker, J. W., & Ram, V. A. (2012), Effective Training: System, Strategies, and Practices. Pearson. Chennai. Delhi. Chandighar. p. 187

Blume, D. B., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010). Transfer of Training: A meta-analytic review. Journal of Management, 36(4) , 1065-1105.

Buhler, P. M. (2002). Managing the new millenium: building the learning organization for the 21st century: a neccessary challenge . Supervison, Vol. 63 No. 12 , 20-3.

Coestsee, W. J., Eiselen, R., & Basson, J. (2006). Validation of the Learning Transfer System Inventory in the South African Context (Part 1). South African Journal of Industrial Psychology, 32(2) , 46-55.

Davis, D., & Daley, B. J. (2008). The learning organization and its dimensions as key factors in firms' performance. Human Resource Development International, 11(1), 51-66.

Grossman, R., & Salas, E. (2011). The transfer of training: what really matters. International Journal of Training and Development, 15(2), 103-120.

Holton, E. F. (1996). The flawed four‐level evaluation model. Human resource development quarterly, 7(1), 5-21.

Holton III, E. F., & Baldwin, T. T. (2003). Improving learning transfer in organizations. John Wiley & Sons.

Hunter-Johnson, Y. O. (2012). Perception of a Learning Organization and Factors Within the Work Environment that Influence Transfer of Training in Law Enforcement. Doctoral dissertation. University of South Florida, USA

Kirkpatrick, D. l. (1998). Evaluating training programs. The four levels. In ASTD lntemational Conference (Vol. 3, p. l).

Kontoghiorghes, C. (2002). Predicting motivation to learn and motivation to transfer learning back to the job in a service organization: A new systemic model for training effectiveness. Performance Improvement Quarterly, 15(3), 114-129.

Lim, D. H., & Nowell, B. (2014). Integration for training transfer: Learning, knowledge, organizational culture, and technology. In Transfer of learning in organizations (pp. 81-98). Springer International Publishing.

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.

Martin, H. J. (2010). Workplace Climate and Peers Support as Determinants of Transfer of Training. Human Resource Development Quarterly, Vol. 21. No. 1. DOI: 10:1002/hrdq.20038

Ministry of Public Administration. (2003). Public Administration Training Policy. Bangladesh Government Printing Press. Dhaka.

Montesino, M.U. (2002). Strategic Alignment of Training, Transfer-enhancing Behavioura and Training Usage: A Post-training Study. Human Resource Development Quarterly, 13(1): 89-108.

Noe, R. A. (2008). Employee Training and Development. 4th ed. . Singapore : McGraw-Hill International edition.

Noe, R. A. (2013). Employee Training and Development. 6th ed. . Singapore : McGraw-Hill International edition. p. 160

Olsen, J. H. (1998). The evaluation and enhancement of training transfer. International Journal of Training and Development, 2(1), 61-75.

Russ-Eft, D. (2002). A typology of training design and work environment factors affecting workplace learning and transfer. Human Resource Development Review, 1(1), 45-65.

Saks Alan, M., & Belcourt, Monica. (2006).). An Investigation of Training Activities and Transfer of Training in Organizations. Human Resource Management, Vol. 45, No. 04. DOI: 10.1002/hrm.20135. 629-648.

Senge, P. M. (1990). The fifth discipline: A shift of mind. Classics of organization theory, 451-460.

Tannenbaum, S. I., & Yukl, G. (1992). Training and development in work organizations. Annual Review of Psychology, 43 , 399-441.

Tannenbaum, S. I. (1997). Enhancing continuous learning: Diagnostic findings from multiple companies. Human resource management, 36(4), 437-452.

Thayer, P. W., & Teachout, M. S. (1995). A Climate for Transfer Model (No. AL/HR-TP-1995-0035). ARMSTRONG LAB BROOKS AFB TX HUMAN RESOURCES DIRECTORATE.

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(4), 282-294.

Watkins, K. E., & Marsick, V. J. (1993). Sculpting the learning organization: Lessons in the art and science of systemic change. Jossey-Bass Inc., 350 Sansome Street, San Francisco, CA 94104-1310.

Weldly, T. G. (2009). Learning organization and transfer: strategies for improving performance. The Learning Organization , 58-68.

Xiao, J. (1996). The Relationship Between Organizational Factors and the Transfer of Training in the Electronics Industry in Shenzhen, China. Human Resource Development Quarterly, Vol. 7, no 1 , 55-73.

Yamnill, Siriporn & Mclean, Gary N. (2001). Theories Supporting Transfer of Training . Human Resource Development Quarterly, vol. 12, no. , Summer , 195.




DOI: https://doi.org/10.5296/ijhrs.v7i3.11404

Copyright (c) 2017 Md Sanwar Jahan Bhuiyan

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

International Journal of Human Resource Studies  ISSN 2162-3058

Email: ijhrs@macrothink.org

Copyright © Macrothink Institute  

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.

------------------------------------------------------------------------------------------------------------------------------------------------------