Factors affecting transfer of knowledge from training to the job among employees of large commercial banks in Kenya
Abstract
The effectiveness of any training program and transfer of training for any organization
is impossible to ignore since a huge fraction of the budgets is provided for staff
training. A common experience is that learning from a formal training program is not
carried back for application on the job. After that kind of training it‟s important to
assess whether transfer of knowledge from training to the job has taken place during
the use of actual aspects and accessories and equipment. The purpose of the study was
to find out the factors affecting transfer of knowledge from training to the job among
employees of large commercial banks in Kenya. A descriptive research design was
used in this study. The target population in this study composed of 36 employees who
have already done various courses working as staff at the banks. The research took
the census approach. The researcher used primary data for this study which was
collected using questionnaires. The questionnaire was administered using a drop and
pick later method to the sampled respondents. The quantitative data in this research
was analyzed by descriptive statistics and factor analysis using statistical package for
social sciences (SPSS) version 21. Data was presented in tables, charts and graphs.
The study found that provision of additional or supportive guidance on using the skills
back on the job, training content and guidelines for effective training affected transfer
of knowledge from training to the job to a very great extent. The study also found that
knowledge of the subject matter and professional experience affected transfer of
knowledge from training to the job. The study concludes that trainee characteristics
such as personality, trainee ability, and motivation effects were originally identified
by training practitioners as factors affecting transfer of knowledge from training to the
job. The study recommends the trainees to have strong belief that can control the
provision of organizational outcomes. The commercial banks need to encourage
trainees to update the technical knowledge and skills and personal growth.
Supervisors and peers should provide trainees with opportunities for practicing new
skills and knowledge in the job setting. Unlimited practice opportunities need to be
provided to trainees. Cultural commitment to learning should be encouraged in the
commercial banks. Trainers need to use interesting material to spice up their teaching.
Citation
Masters of Business AdministrationPublisher
University of Nairobi