DescriptionThis paper explores the possibility that multiple dimensions of transfer of training can be distinguished based on four already identified core purpose of Human Resource Development (HRD). This wider framework can support maintenance of transfer and considerably substantiate the training intervention so enhancing both individual and organisational performance. Secondary analysis of studies (n=77) focusing on transfer of training, goal setting theory and relapse prevention have been analysed using NVivo software. Findings address the scholarship to date and identify the dominance of the functionalist paradigm. Thematic analysis has also highlighted the focus on generalisation over maintenance when considering positive transfer. Conclusions are that practical utility and future research should focus on a qualitative, interpretivist perspective in keeping with the contextual differences faced by contemporary organisations. A conceptual framework is proposed along with a functional tool for practitioners to adopt into their performance management. procedures.
|25 Jun 2019
|University Forum for Human Resource Development: Annual Conference 2019
|Nottingham, United Kingdom
|Degree of Recognition