Training Designs for Organisational Change

Abstract

Whatever diverse aims and objectives company training policy may have, there tends to be a general agreement on the need to ensure that any new ideas, skills, knowledge or attitudes which are presented to trainees on training courses are actually transferred back into their work situations. As a result of the author's research, we now know more about the key factors which influence the transfer of training. A great deal of this research has focused on variables in the trainee's own work situation which appear to influence training transfer. The research has stressed the need for the returning course member to have developed interpersonal transfer skills, so as to enable him to act as an individual change agent. The results have also emphasised the important role played by the trainee's immediate boss with respect to the application of the learning within the organisation.

Citation

Huczynski, A. (1983), "Training Designs for Organisational Change", Journal of European Industrial Training, Vol. 7 No. 3, pp. 24-27. https://doi.org/10.1108/eb002147