Transfer Training Intention

TRAINING TRANSFER INTENTION (TTI)

The purpose of this study is to expatiate on what Training Transfer Intention entails in full context. In doing this, we need to know the meaning of these terms according to the definitions of previous researchers of management who had focus on transfer of training.

Training

According to Westhead and Storey (1996) (cited in Edwards, 2013) training should be described as the process of attaining knowledge as well as skills by employees which are related to their required work in a formal, structured or guided way and which is also used consecutively with learning. Noe and Schmitt (1986) describe training as a scheduled experience aimed to bring about permanent change in an employee’s attitudes, skills or knowledge.

Transfer of training

Most scholars of management whose research are based on transfer of training gave similar meaning and interpretation to transfer of training through their definitions base on its literally meaning. In this study, the definitions and the focus of transfer of training is on its positive aspect.

One of the most cited definitions is the one by Baldwin and Ford (1988) where they argue that positive transfer of training is the extent to which the skills, knowledge and attitudes acquired in training framework by trainees is effectively and efficiently applied to the job. Holton, et al (1998) in their own view describes training transfer has the degree to which employees effect the knowledge, attitude, behaviors and skills acquired through training. For Brinkerhoff and Montesino (1995), training transfer should be the outcome of training on the ensuing performance of an operational job. Burke and Hutchins (2007) argue that the fundamental assumption behind training transfer is that performance of an employee is improved through well-defined training processes.

According to Broad and Newstrom (1992), transfer of training is the ability of continuing and effective application of the knowledge and...