Abstract:
Effective training is an important element to the performance and success of an
organization. It indicates that it is a major challenge in many organizations in Kenya.
This is to say that ineffective training can cause significant problems in an
organization such as low employee motivation, lack of innovation, decreased
performance and failure to apply the new learning on the job as expected and
subsequently no Return on Investment. It thus leaves one with the question what are
perceived to be the determinants of effective training transfer among employees in an
organization. This study therefore sought to investigate the determinants of effective
training transfer in organizations with a focus on the Kenya Judiciary. The study was
guided by the following objectives: to find out the perceptions of employees on
effectiveness of training delivery; to examine training transfer outcomes as a result of
employee self-appraisal; to analyze the impact of employee facilitation on the
effectiveness of training transfer; and to examine ways of support for training transfer.
The study was based on Kirkpatrick’s (2000) 4 level evaluation model which argues
that effective training must be based on needs, reachable targets, benefits and that
effective methods must be done at the right time, place and to the right target for
results. The study adopted a descriptive survey design to collect data. A target
population of 450 was used out of which a sample size of 150 was picked though
simple random sampling. Structured questionnaires and interviews were used to
collect qualitative and quantitative data respectively. Quantitative data was analyzed
with the use of Statistical Package for Social Sciences (SPSS) version 21 and
presented using tables. Qualitative data from interviews was analyzed based on
content analysis. The study revealed that effective training transfer in an organization
is determined by the quality of training delivery, close support of the employees by
the management and supervisors. The study findings indicated that effective training
transfer had a positive and significant effect on employee performance. Obtained
results showed that there was a significant positive relationship between employee
perception on training delivery, employee self-appraisal, employee facilitation, and
support of training transfer in the Kenya Judiciary. Moreover, the findings revealed
that there is a significant positive moderating effect between motivation and effective
training transfer. The moderating effect strengthened the positive relationship between
employee perception on training delivery, employee self-appraisal, employee
facilitation, and training transfer support. The study recommended that organizations
including the Judiciary should device learning transfer framework to ensure robust
learning, organizational learning culture and support for an effective training transfer.
It further recommended that the Judiciary should adopt an effective training transfer
strategy engraved in its business strategy characterized by organization’s regularly
analyzing training and communicating the same strategy to employees. The study
suggests future studies should look at training transfer in other judicial institutions for
a comparative study.