Factors Influencing Transfer of Training: A Case of the University of Nairobi Registry Staff

A Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirements for the Degree of Executive Master of Organizational DevelopmentThe purpose of this study was to establish the factors influencing transfer of training among employees of the University of Nairobi. The study was guided by three research questions. What is the influence of work environment on transfer of training at the University of Nairobi? To what extent does managerial support influence transfer of training at the University of Nairobi? What is the influence of reward structures on transfer of training at the University of Nairobi? The research design was descriptive survey. The target population were the 129 registry staff. The study employed census sampling technique by selecting all the 129 staff members at the registry department to form the study sample. The study used primary data collected using questionnaires. The data was then entered into a computer system using Statistical Package for Social Sciences (SPSS) for analysis. Descriptive and inferential analytical statistics such as frequency distribution, percentages and correlations were used to analyze the relationship of the variables. The analyzed data was then presented in form of tables and prose for interpretation. The study findings showed that work environment significantly influenced employee transfer of training. Findings showed that there was a reasonable work environment in the organization. Employees were able to apply the learned skills. Cooperation and support from colleagues was reasonable. The main problem was lack of resources to apply the acquired skills. The study found that there was a significant relationship between managerial support and transfer of training. Many respondents however disagreed that supervisors had interest in their training. Many also disagree that they received feedback on transfer of training. A number of respondents agreed that there were meetings to evaluate progress on transfer of training but many also disagreed so. The study found that the university did not have reward structures for good performance after training. Many respondents said that there was no recognition for applying new skills. Many respondents were of the opinion that they did not get references for promotion after training. Some respondents seek challenging tasks to aid them in applying the newly acquired skills after training. However many observed that there was no opportunity for growth after training The study concluded that the work environment was reasonable because of cooperation among employees. The study concluded that the greatest challenge that is facing effective transfer of training is lack of adequate resources at the University. Furthermore the management did not reward employees for their effort to put the skills learned into practice neither are staff rewarded for their initiative to transfer training to work. Based on the findings, the study recommends that the management at the university should provide adequate resources to ensure that the staffs are well equipped. This will aid the staff in the effort to practice what they have learned during training. The management should formulate and implement policies to allow recognition of the staff whenever they put efforts in practicing the skills that they have acquired on their work. The management needs to come up with plans to reward the staff for demonstrating understanding of the new skills. They should be in a position to motivate their staff by providing opportunities for growth, promote verbal motivation and guidance on how to overcome the challenges facing the staff in applying the newly acquired skills