Transfer of training: a case-study of outsourced training for staff from Bhutan

Francesco Sofo

    Research output: Contribution to journalArticle

    Abstract

    The article examines the perceptions of managers, academics and technical staff in relation to the transfer of training resulting from their participation in out-country training funded by Bhutan's Ministry of Education. Out-country training refers to in-service education, training and professional development programs, especially in relation to technical education, higher education and specialization courses undertaken abroad. The objective was to evaluate the effectiveness of out-country training over a five-year period to gauge the level of training transfer among three different types of participants. The methodology included surveying 149 Bhutanese out-country training participants between 1999 and 2003. A representative sampling technique was used to select 58 academics, 46 managers and 45 technical support staff for inclusion in the survey. Semistructured in-depth interviews were also conducted with 19 of these trainees across the three categories. Results of the study indicate high initial levels of motivation in all trainees, but a change in attitude toward their training once it was underway. On return to the workplace, participants reported even less confidence in their ability to transfer their learning compared to their confidence reported before the program began
    Original languageEnglish
    Pages (from-to)103-120
    Number of pages18
    JournalInternational Journal of Training and Development
    Volume11
    Issue number2
    DOIs
    Publication statusPublished - 2007

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    Bhutan
    staff
    trainee
    confidence
    manager
    technical education
    Staff
    Ministry of Education
    specialization
    education
    workplace
    inclusion
    participation
    methodology

    Cite this

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    abstract = "The article examines the perceptions of managers, academics and technical staff in relation to the transfer of training resulting from their participation in out-country training funded by Bhutan's Ministry of Education. Out-country training refers to in-service education, training and professional development programs, especially in relation to technical education, higher education and specialization courses undertaken abroad. The objective was to evaluate the effectiveness of out-country training over a five-year period to gauge the level of training transfer among three different types of participants. The methodology included surveying 149 Bhutanese out-country training participants between 1999 and 2003. A representative sampling technique was used to select 58 academics, 46 managers and 45 technical support staff for inclusion in the survey. Semistructured in-depth interviews were also conducted with 19 of these trainees across the three categories. Results of the study indicate high initial levels of motivation in all trainees, but a change in attitude toward their training once it was underway. On return to the workplace, participants reported even less confidence in their ability to transfer their learning compared to their confidence reported before the program began",
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    Transfer of training: a case-study of outsourced training for staff from Bhutan. / Sofo, Francesco.

    In: International Journal of Training and Development, Vol. 11, No. 2, 2007, p. 103-120.

    Research output: Contribution to journalArticle

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    AB - The article examines the perceptions of managers, academics and technical staff in relation to the transfer of training resulting from their participation in out-country training funded by Bhutan's Ministry of Education. Out-country training refers to in-service education, training and professional development programs, especially in relation to technical education, higher education and specialization courses undertaken abroad. The objective was to evaluate the effectiveness of out-country training over a five-year period to gauge the level of training transfer among three different types of participants. The methodology included surveying 149 Bhutanese out-country training participants between 1999 and 2003. A representative sampling technique was used to select 58 academics, 46 managers and 45 technical support staff for inclusion in the survey. Semistructured in-depth interviews were also conducted with 19 of these trainees across the three categories. Results of the study indicate high initial levels of motivation in all trainees, but a change in attitude toward their training once it was underway. On return to the workplace, participants reported even less confidence in their ability to transfer their learning compared to their confidence reported before the program began

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