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In response to rapidly changing business and the increasingly
competitiveglobal environment, a new set of competencies and
behaviors from employeesis being demanded by companies for a
sustainable competitive edge. Peopleare an organization''s most
important asset. Therefore, training activitiesare now firmly
center stage in most organizations in order to enhance
thequality of employees and then increase organizational
effectiveness.Training cannot satisfactorily meet the
organization goals unless the trained skills are successfully
transferred to the job. Elements of the post-training
environment - such as supervisor support,peer support and
organizational factors etc. - can encourage, discourage or
actually prohibit the application of the new skills and
knowledge on thejob. Trainee characteristics of ability,
personality and motivationaleffects can influence the transfer
of skills from training programs to the work situation. In this
study, the influences of the work environment and trainee
characteristics on the transfer of trained skills are examined.
177 trainees from top three in-house training of high-technology
companiesin Taiwan participated in this study. They attended
the training programsin the fourth quarter of 1996.The findings
of this study did confirm that the post-training environmentand
trainee characteristics might affect the transfer of training.
Summary of major findings from this study shows as below:1.
Training programs can improve job performance of employees.2.
Trainee''s activeness is not related to post-training
environment.3. Supervisor''s support is being one of the most
important factors in facilitating or hindering on-the-job
application of skills learned in the training programs.4.
Trainee''s personality, attitudes, interest and perceptions are
more likely influence his motivation to apply newly acquired
skills in the work setting.
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