Training play an important roles in the process of shaping the employees towards achieving the KPI’s given to them by their respective organization. It is important for the employees to obtain the maximum knowledge or skills from the training that they attend. This meant that
the transfer of training for the training must be in the highest state. Based on the findings from Grossman and Salas there are three dimensions for the transfer of training. Those dimensions aretrainee characteristics (cognitive ability, self-efficacy, motivation, perceived utility of training),
training design (behavioral modeling, error management, realistic training environments) and the work environment (transfer climate, support, opportunity to perform, follow-up). By going through an extensive literature review, this paper suggests that there is a new dimension that should be
added to the transfers of training dimensions. The new dimension is trainer characteristics (knowledge, qualification, experience, ability to conduct training). This paper also recommends that trainer characteristics play an important role in the process of transfer of training due to the
fact that the knowledge itself must come from a reliable source. In the case of training program, the sources of the knowledge are the respective trainers. Hence, this paper suggest a research framework that integrates trainer characteristics as the fourth variable than mediate relationship
between training dimension and training effectiveness.
Knowledge and Skill;
Transfer of Training
Document Type: Research Article
Faculty of Management, Universiti Teknologi Malaysia, Johor Bahru, 81310, Johor, Malaysia
Netherlands Maritime Institute of Technology, Johor Bahru, 81310, Johor, Malaysia
September 1, 2017
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