STRATEGIC HUMAN RESOURCE MANAGEMENT

Abstract:The Importance of training in human resource management is increasing day by day. Business organizations are spending lots of money in every year on training. Business organizations are investing money on training because they want skilled worker for their organization. Skilled worker is very important for every organization to operate the business and make profit. Training is the way to make skill employees. The outcomes and success of training only can be measured by evaluating training transfer. This study is to critically analyze the training transfer. In this study, the author explored existing literature on training and training transfer to make the concept clearer to the reader. To critically analyse the importance of training transfer, the author discussed some theories and models related to the training transfer. In this study, support of training and key stakeholders for training also discussed. In the end of the study, the author gave some direction to the future research on training transfer.

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Table of Contents

1 Introduction:...............................................................................................................3

2 Literature Review........................................................................................................4

2.1 Concept of Training and Training Transfer.......................................................................42.1.1 Training............................................................................................................................................42.1.2 Training Transfer..............................................................................................................................4

2.2 How Training helps to get better performance.................................................................5

2.3 Benefits of Training For organizations..............................................................................5

2.4 Benefits of Training for Employee....................................................................................6

3 Critical Analysis...........................................................................................................7

3.1 Transfer-of-Training Theories..........................................................................................7

3.2 Training Evaluation process.............................................................................................8

3.3 Training Transfer Model..................................................................................................9

3.4 Importance of Training Transfer......................................................................................9

3.5 Advantages of Training Transfer....................................................................................10

3.6 Disadvantages of Training Transfer................................................................................11

3.7 Support of Training........................................................................................................113.7.1 Transfer Strategies before Training...............................................................................................113.7.2 Transfer Strategies during Training................................................................................................113.7.3 Transfer Strategies after Training..................................................................................................11

3.8 Stakeholders Support of Transfer..................................................................................123.8.1 Roles of Stakeholders....................................................................................................................123.8.2 Transfer Matrix..............................................................................................................................12

3.8.2.1 Example of Transfer Matrix...................................................................................................13

4 Conclusion.................................................................................................................14

4.1 Recommendation for the future research......................................................................14

5 References.................................................................................................................15

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1 Introduction:Employees are the key topic in human resource management department of any organization. Training is the way to make a new or present employee knowledgeable and skilled. Every organization needs skilled workers to perform the job. In some cases, success of business depends on employees. Business organizations are investing lots of money on training to make their employees skilled.

Training and training transfer are the main focused area of this study. Training transfer means transferring and using the skills and knowledge to the job gathered from the training. The importance of training transfer within the organization is increasing rapidly.

The aim of this study is to critically analyze the importance of training transfer, to discuss support of training (before, during and after training) and to identify key stakeholders to support transfer strategies. To make it clearer to the reader, the author reviewed existing literature, model and theories related to training and training transfer.

To get a good output from this study, the author briefly discussed about training, training transfer, benefits of training transfer for organization and employees in the literature review. To critically analyse the training transfer, the author talked about different theories in critical analysis section. Also the author critically analysed the importance of training, advantages and disadvantages of training transfer, transfer support strategies and transfer matrix in this section.

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2 Literature ReviewIn this section of the study, the author reviewed the existing literature related to the training and training transfer. The author looked deeply on concept of training and training transfer, help of training to get better performance, benefits of training for organizations and employees.

2.1 Concept of Training and Training TransferEmployees cannot be fitted for any particular job without training and development. Importance of training is increasing day by day. Investment on training helps organization to compete perfectly in competitive market. Organizations think that spending money training and development as a investment not as a expenses. After selection, recruitment and induction process the next important function for human resource department is training (Randhawa, 2007).

2.1.1 TrainingJucious (1975) mentioned that – ‘Training is the process which gives employee knowledge about the organization, make employee skilled and increase the ability to perform a job.

According to Armstorng (2005) learning is the process which increase capability, provides knowledge and skills and training is systematic and planned framework to help learn the particular subject. Training is a system of HRM which provides old and new employee the knowledge and skills to perform a job (Dessler, 2004).

Training needs assessments tools which can be used to identify company’s wide skills and knowledge gaps also training can improve a company’s competitiveness and success (Saks & Haccoun, 2010).

2.1.2 Training TransferTraining transfer is the outcomes of the training. The purpose of training is to get better performance from the employee and the result of training only can be shown in the workplace. Employees how use the skills and knowledge in workplace which were gather from training is called training transfer. Many writer of human resource management talked about the training and training transfer. Below the idea of training transfer by different author has been shown:

Training transfer is the process of building up skills and knowledge on employees which normally can be learned from one situation and apply in different situation. It means, employees use their knowledge and skills in the working place or job gathered from training (Wexley & Latham, 2002). Training is the costly process for organization and business organizations want highest return from training (Baldwin & Ford, 1988). Accurately formative transfer of training climate is important as it can assist human resource

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management to move clear of the question of whether the training was useful or not. therefore, covering a appropriate and reliable assess of transfer climate can make possible recognizing not only when an business organisation is ready for a training participation, but also when groups, individuals or departments are prepared for such a participation (Holton et al, 1997).

Holton et al (2000) stated that, training transfer is very interesting subject to many human resource practitioner and researcher to know the answer how transfer can be improved.

According to Garavaglia (2000) ‘’Training transfer is effective and continues application to trainees’ jobs of the knowledge and skilled gained in the training.’’

2.2 How Training helps to get better performanceAccording to Forsyth (2008) training is one of the finest strategies for a business organization to be gainful and revenue comes through employee’s performance in the job. A improved and suitable training can increase the performance of regular employees within business. Lornez (2012) shows how training helps to get better performances from employee:

1. Training helps to reduce the risk of injury. There might be lots of possibility of accident when a employee is performing a job. Training is the better way to avoid such kinds of accident. In this process, organizations can reduce the risk of sudden loses and ultimately reduced accident possibility goes transfer to the profit (Lorenz, 2012).

2. Training reduces the possibility of employee’s burnout. Normally, worker get bore to do same thing always. Training helps to take the same job as a challenge and this process increase the level of employee’s performance (Lorenz, 2012).

3. Training helps employees to work within a team. It also teach them how to do better in the team and loyal to the organization.

Training is the best practice to improve the performance of workers. Organizations are investing lots of money on training to get better performance from the employees. Training assists employees to know how to perform in the job and team and organizations can get better performance from the employee if they can perform better in the team (Morris, 2009).

2.3 Benefits of Training For organizationsParry (1997) stated that- ‘Training programme for employee whose job is well defined and quantified exceptions are the most appropriate one for measuring return on the training investment since performance measurement system exist.’

Because of inadequate knowledge and skills sometimes employees takes longer to do a particular job. It can create pressure on employees, and target and profit loss for

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organization. These types of difficulty can be resolved by giving training to the workers through realistic techniques (Sulaiman, 2009). Benefits of training are beyond description. Organizations are investing in training to benefits itself and the employees. Training boosts skills and knowledge of employees. Sometimes it works as a responsive motivator and increase satisfaction of employees. In addition, a ideal training can create multi-skill worker for an organization. The major benefit of training is that, it amplifies skills of workers and reduces general cost of process. An organization can do business long time through good class of products and services and these can be obtained by properly trained workers. Trained workers also can increase the customer satisfaction and most importantly training can decrease high employee turnover (Garavan et al, 1995).

2.4 Benefits of Training for EmployeeSulaiman (2009) indicates that- ‘Training is useful for employees in many ways. Trainees can be taught new things which can be related to their job. Moreover, it also can facilitate them to be proficient in their job. Organizations give training to their employee to let them know how to save time and energy while working through different techniques’.

Training is useful to both the business and employees and organizations, there has to be chemistry between them. Especially for employees training is very beneficial in many ways. Training helps workers to know different kind of people, knowledge, skills and behaviours which help them to improve the performance in the workplace (Leard, 2010).

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3 Critical AnalysisThe aim of this section is to critically evaluate the role and significance of transfer in context of Human Resource Management. To make it easy for the readers, the author enclosed different theories and model of training transfer in this section.

3.1 Transfer-of-Training TheoriesTransfer of training theories first established by Noe (2009). In this model, noe showed three different types of theories which show different transfer from different types of training. Below the transfer-of training theories had been shown:

Theory Draw attention to Suitable Conditions Type of Transfer

Identical Elements

Same training surroundings and workplace.

Work atmosphere and workplace are expected and constant.

Near

Stimulus Generalization

General skills and principle which can be adopted in all circumstances.

Work environment and surrounding are random and really variable.

Far

Cognitive Theory Common Skills and knowledge training within business organization.

All kinds of training and environment.

Near and far

Source: Transfer of training theories (Noe, 2009).

IDENTICAL ELEMENTS:

Identical element is known as near training. According to this theory, employees are trained within the same working environment, machine, computer system and other tools. It is very effective, as employees can get better use of their training outcomes in this process (Noe, 2009).

STIMULUS GENERALIZATION:

This theory indicates the general or common training for all kind of jobs. This kind of training transfer is known as far transfer. This kind of training doesn’t have direct involvement to the workplace. The leadership skills training, time management skills tai8ning, problem solving training to improve the skills of employees are in this categories (Noe, 2009).

COGNITIVE THEORY:

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This theory is the combination of identical elements and stimulus generalization theories. It talks about common skills and knowledge within organization which can be applied in all kind of work environments.

3.2 Training Evaluation processTraining evaluation process first introduced by Donald Kirkpatrick (1998). In this process, organization can evaluate training outcomes through dif evaluation level as a framework.

Source: Training evaluation process of training programs (Kirkpatrick, 1998).

Level one helps to know in what extend employees found the training usefulness, well structured, challenging and organized. Level two helps to know in what extent trainees change the attitude and improve the knowledge. Level three helps to know in what extend did employees change the methods and ways to work in the work place. Last level indicates the total outcomes from employees to the organization through the training transfer (Kirkpatrick, 1998).

Evaluation at every level answers whether a basic necessity of the training was gathered. It is not that carrying out an evaluation at a level is more significant that a different. All levels are important in this framework. The Kirkpatrick model shows the helpfulness of doing training evaluations at every level. Every level of evaluations gives a analytic checkpoint for tribulations at the following level. So, if trainees could not learn at Level two, trainees reactions collected at Level one will make known the blockades to learning. After moving up to the next level, if employees could not use the skills and knowledge at workplace, it means

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they could not learn skills and knowledge which was thought in level two (Business Performance, 2012).

3.3 Training Transfer ModelIn 1988, Baldwin and Ford first show a three factors model of training transfer. After ten years, in 1999, Salas, Cannon-Bowers, Rhodenizer and Bowers discussed more on it. With a integrated literature review Burke & Hutchins (2007) extended the model of training transfer.

Source: Training Transfer Model (Burke & Hutchins, 2007) (Salas et al., 1999) (Baldwin & Ford, 1988).

This model of training transfer indicates that, different factors are affecting the knowledge and skills that are taught in training period. This model shows that, work environment, learning characteristics, intervention design all together influence employees learning process and the outcomes transfer to the individual performances within organization. Moreover, all factors individually affect on individual performance in the organization but the work environment has very much influence on employee’s performances.

3.4 Importance of Training TransferOrganizations are investing billions of pounds each year on training. The importance of training transfer is increasing by the time to the business organizations. The author tried to find the importance of training according to the above discussion:

1. To get better performances, training is very important. Performing better in the workplace is important for both employees and organization. With unskilled employees, it is impossible to run the business. To make employees skilled, organizations are taking many strategies, training is most significant among them.

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Learner Characteristics

Intervention Design

Work Environment

-Cognitive Ability

-Self-efficacy

-Motivation (personality, job/career)

Development of Learning GoalsAdult Learning PrinciplesInstructional Methods & Media Self-Management Strategies

Strategic Link of TrainingOrg Climate & AccountabilityOpportunity to PerformTechnological Support

Learning

Transfer Individual &OrganizationalPerformance

Individual &OrganizationalPerformance

Organizations are providing training facilities to the new employees to make them skilled, so they can perform better in the workplace.

2. Managing time in the workplace is important for both organization and employees. Through a perfect workplace training a employee can know how to manage time in busy time

3. Training transfer is important to maintain business standers. From training season, employees can know what the organization wants from them, what is the aim of the organization, what to do to maintain the business standard etc. As a result, managers no need to tell employees again about the business standard and employees do their job according to the business standard from very first day.

4. A successful training transfer process can make a business profitable. If the employees learn how perform the particular job in first place, the employees can perform the job in the organization without any hesitation that can help organization to manage the service and standard. It helps business organization to make profit.

5. In the workplace, many accidents can be happen if the employees do not know the perfect way to perform the job. In this case, training helps to avoid the predictable accidents of employees in the workplace.

3.5 Advantages of Training TransferThere are many advantages of training transfer for both organizations and employees, below some of them are shown:

1. Effectiveness of employees in the job is main requirement to keep business standards and make profit. Training helps employees to be efficient. Normally, effectiveness of employees increases after training.

2. Through training process, organization can make skilled worker for the business.3. Training transfer double the productivity for business organization because staff

know how to do the job in the work place, they do not need to learn basic things from the workplace, as a result, from first day of employment employees work like a skilled worker and it helps to increase organization’s productivity.

4. Performing the job correctly in the workplace is very important. In this case, training helps employees to do the job correctly in the workplace.

5. Training makes skilled workers for the organizations. So, organizations do not need to take extra pressure of new employees because they are already trained and know how to do the job.

6. Customer is the best priority for every organization. To make customer happy and make them come again to the organization good customer service is required. A new employee can make many mistakes in dealing with customers, but new and trained staffs know what customers want from the organization and how to serve the customers. So, training transfer helps to keep the customer service standard and increase the quality of service.

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3.6 Disadvantages of Training TransferBeside the advantages of training transfer, there are some disadvantages also:

1. Though training was exact and wonderful, if transfer award is not offered by the business organization than sometimes the transfer cannot be adequate. Employees are predisposed to transfer the training if they get reward from the business organization (Taylor et al., 2005).

2. Unsynchronized, unrealistic and unrelated content of training can make a negative training transfer in the workplace.

3. If the training is not effective and the evaluation of training is not perfect than the training transfer cannot be good.

3.7 Support of TrainingSupport transfer plan and work on environmental levels required participation that work all through the training period. Broad & Newstrom (1992) discussed a matrix of support transfer. To make the strategies that can support transfer before training, during training and after training Broad (2005) carried out a research and updated the matrix that can be used to support transfer.

3.7.1 Transfer Strategies before TrainingBefore training, managers discuss about the goals of training to realize how training can be provided to increase and improve the performances of employees. In this level, the managers make the content and the framework of the training and evaluate it. Moreover, the managers take the decision on what actual work and example would be done in training period to support identical elements theory.

3.7.2 Transfer Strategies during TrainingThis is incredibly critical part of the strategy. In this level, managers ought to be motivated minded and have to generate a mnemonic mechanism to assist trainees to remember key concepts by special number, symbols, picture and words. It helps trainees to memorize things quickly. Manager’s involvement is especially significant part during training. This is a part of motivation. Involvement of managers in training can motivates trainees to enjoy the training period. Moreover, through the participation of managers employees can be familiar with the actual scenario of jobs and workplace. Lastly, a complete action plan of trainees is necessary part during training. By an action plan, trainees can decide how to use the learned skills and knowledge in the realistic job in workplace.

3.7.3 Transfer Strategies after TrainingTraining support after training is concerned about the transfer of training in workplace. After training, employees have to use their knowledge and skills in the job that were gathered from training. In this stage, managers have to interact with the newly trained

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employee in the workplace. Managers try to know what employee’s feelings are and how employees are performing their job with the help of skills and knowledge gathered in the training. Lastly, managers review the performance of the employees and discuss about the transfer behaviour.

3.8 Stakeholders Support of TransferThere are some different individuals who are related to support training. In training transfer strategy, stakeholders engage with some important role to help trainees to accomplish skills and knowledge to perform better in the workplace.

Stakeholder is a person or a group who support before, during and after training. Stakeholders are responsible to support transfer, transferring training outcomes to the work settings. Stakeholders can be a employee, supervisor, manager or trainer mainly who are involved in the training transfer process is called stakeholder in HRM (Broad, 2005).

3.8.1 Roles of StakeholdersAccording to Board (2005), the roles of stakeholders are:

1. Employees / Learners: Learners are the main subject of training. Employees or learner are a group of people who are training subject and study with real work and make a plan of transfer.

2. Managers: Managers are officials who make the contents of training and interact with trainees in the training seasons.

3. Co-Worker / Peers: Co-worker and peers is very important stakeholder in training transfer. They help trainees with the real task experience.

4. Supervisors: Supervisors are responsible to work with trainee in training seasons and account them for training transfer.

5. Trainers: A trainer can be a executive, external individual, supervisor or a manager who help trainees to give a realistic experience of job.

6. Executive: An executive is an individual, who sponsor the training period, provide all relative resource, support for training transfer and reward trainees for good transfer of training to the work.

3.8.2 Transfer MatrixTransfer matrix to recognize how training transfer could be supported before, during and after training. Board (2005) discussed training transfer matrix to show the roles of stakeholders and the chronological dimension. The transfer matrix helps a business organization to recognize and assess the strategy to support training transfer. In the transfer matrix, the stakeholders have to take several responsibilities to support the training transfer before, during and after training. It helps employers to make conclusion on how to line up participation with key stakeholders. Broad’s training transfer matrix has been shown below with an example:

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3.8.2.1 Example of Transfer MatrixTo make a good example of transfer matrix, the author has chosen Burger King (Fast food restaurant). Burger King Deals with lots of front and kitchen staff and the skills is required to perform in this kind of jobs. Burger King is planning to open some shop in busiest places in London and need lots of front and kitchen staffs. As all of the store will be situated in the busiest places, skilled worker will be needed. So burger king needs to provide traini9ng to the employers and the transfer matrix should be like this:

Before During AfterTrainers 1. Design the training

with the actual scenario.

2. Make a training goal and talk with trainees and supervisors.

3. Managers should participate to make training contents.

1. Actual tills and kitchen stuff should be used in training seasons.

2. Allow food and safety issues.

3. Use mnemonic device to help trainees to memorize the contents.

4. Influence trainees to engage practically

1. After a certain time, arrange questionnaires or quiz to know trainees can remember everything or not.

2. Evaluate the training transfer and performance.

3. Should put any list or foster about food and safety.

Trainees 1. Try to know by asking, why training is important in this job.

2. Before sitting in the training, try to know what is going to be.

3. Learn from the training.

1. Keep involving in the training,

2. Ask questions in confusing part.

3. Create an action plan.

1. Ask question to supervisors and trainers, how to utilize training in the workplace.

2. Learn from co-workers.

3. Keep job aid observable in the workplace.

Supervisors

Tell employees about the foals of training.

Help them to use knowledge and skills.

Let them know how training transfer would make them efficient for the business.

Take steps to make trainees to concentrate on the training.

Motivate them during training.

Give them knowledge about how burger king take the customers.

Evaluate the training transfer.

Show them the actual situation of the job.

Teach them how to solve problems.

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4 ConclusionHuman resource management mainly deals with organization’s employees. Employee is a very important part of the organization as all kind of business activities happened by organization’s employees. Business organizations are spending lots of money on employees training. Spending money on employees is not expenditure anymore, organizations think it as an investment because training can make skilled workers for the organization and skilled worker can increase profit of the organization.

Training transfer was focused area of this study. Training transfer is the use skills and knowledge gathered from the training. Training’s efficiency can only be measured by the uses of skills and knowledge in workplace. The importance of training transfer within the organization is tremendous.

To full fill the requirements of this study, the author briefly discussed about training, training transfer, benefits of training transfer for organization and employees in the literature review. To critically analyse the training transfer, the author talked about different theories in critical analysis section. Also the author critically analysed the importance of training, advantages and disadvantages of training transfer, transfer support strategies and transfer matrix in this section. Through the literature review and critical analysis of training transfer, the author came to a stand that, Training transfer obviously important for organization. Usefulness of training transfer depends on the total training framework and strategies. Human resource managers should evaluate the training outcomes to get the better performances through training transfer.

4.1 Recommendation for the future researchThis research was done on training and training transfer. This research focused mostly on theoretical literature. Some examples were used to critically analyse the topics. No case study was used as a whole. The further research on same topic can get different outcomes. Due to word and time limits, the researcher of this study could not explore other areas of training transfer. However, readers can get a good idea on training, training transfer and different theories to training transfer from this study.

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