Ocena przydatności szkoleń i transferu ich efektów na przykładzie banków

Abstract

Objective: To examine to what extent knowledge and skills acquired during workplace training (the level of training transfer) are used and the factors differentiating the level of training transfer at banks in Poland.Research Design & Methods: Classification trees were used to analyse data from 1,793 surveys of bank employees obtained as part of wider research.Findings: A high level of training transfer was found overall, though the level was higher in cooperative banks than in commercial ones. Among the remaining factors differentiating the level of transfer, the most important were: the department of work (front / back office), gender, seniority in banking and education type of education. Strong relationship was also found between the level of training transfer and the general assessment of its usefulness.Implications / Recommendations: Training at banks is widely available and highly effective, but a quarter of training participants do not change anything in their work when using it. Some employee groups stand out for effectively transferring their training results. Employees that are highly motivated to improve their competencies have a high level of transfer (women with a shorter period of service, employees without an education in economics / finance, and those employed in operating units).Contribution: The paper demonstrates that using the level of transfer measurement as a competitive method versus the Kirpatrick model is effective.

Training and Development Processes in Polish Companies during and after the COVID-19 Pandemic

“…In the literature on the subject, one can find several studies about factors that favour the existence of employee development practices: the CEO approach (Shin, Park & Lim, 2013) facilitating self-managed work teams (Fazzari & Mosca, 2009), social capital and innovation capital, social interaction within company, culture in a working environment, networks, and the strength of bonds among the employees (Kamaluddin et al, 2016;Andrzejczak, 2021).…”