The relationship between transfer of training and job performance among support staff at Radio Television Malaysia (RTM) in Kuching, Sarawak./ Freda Nora David… [et al.]

According to Smalley and Saks (2014), training is important not only because it is necessary for building and maintaining a productive workforce, but also because it drives corporate well-being and provides organizations with competitive advantages. On the other hand, training is to give organizations’ with a competitive advantage and improve firm performance, which trainees must apply and transfer what they learn in training on-the-job. This will help them to face challenges, technological changes, and adapt to new rules in organizations. Transfer of training can be defined as the degree to which trainees apply to
their job the knowledge, skills, behaviors, and attitudes they gain in training (Kodwani, 2017). Baldwin and Ford (1988) stated that there are three variables
include in the transfer of training, which are trainee characteristics, training design, and work environment. Trainee characteristics include skills, motivation, and personality factors. Training design focuses on principles of learning, sequencing and training content which must be learned and retained. Work environment related to the factor of supervisor support, peer support and opportunity to learn the behavior that must be generalized in the job context and consistently remained over a period of time on the job. Besides, job performance refers to the outcome of actions that achieve by the skills employee who perform in some situations that was adapted by Erdhiem, Wang, and Zickar (20016). The important transfer of training helps the individual to interpret their competencies and gives beneficial for employees and companies (Zumrah & Boyle, 2015).