Keberkesanan pemindahan latihan di kalangan staf Universiti Teknologi Malaysia

Abstract

The effectiveness of transfer of training plays an important role in ensuring the provided training program m es are able to increase the competency and productivity of the workers. Transfer of training occurs when know ledge, skills and attitudes learned from a certain training program me are applied to the actual job and continuously being aintained over a certain period of time. However, there are various factors that contribute to the effectiveness of transfer of training phenomenon. Therefore, a study has been conducted on 59 respondents who have attended the Academic Information Management System (AIMS) 2000 Course. The purposes of this research are to identify the degree of transfer of training among the staff of Universiti Teknologi Malaysia (UTM ); to analyze the connection between the demographic criterion and transfer of training; to analyze the difference o f perception on training transfer among respondents based on the level of positions and to identify the factors that influence transfer of training. The survey method through distribution of questionnaires has been used and the collected data has been analyzed using the Statistical Package for Social Science (SPSS) program. As for the descriptive method, basic statistics such as frequency, percentage and mean score have been used while for the inferential method, Chi Square Test (Cross Tabulation), r-Test and Multiple Regression have been used. The research analysis has shown that the degree of transfer of training is high. Meanwhile, it is found that there is no connection between the demographic criterion and transfer of training. However, there is a difference of perception on training transfer among the respondents based of the level of positions which are Management and Professional group and Supporting group. The finding of the study has shown that for the individual criterion factor, the readiness to take risk is the most influential dimension on transfer of training. Meanwhile, as for the training design factor and the organizational environment factor, the most influential are dimension of principles of learning and the dimension of opportunity to practice accordingly. Based on these three factors, in overall, the organizational environment factor is the most dominant factor that influences the transfer of training.