기업의 교육훈련 전이 제고 노력과 전이 촉진 및 저해요인에 관한 연구

There has been little attention on how and why several factors influence training transfer. In this sense, this study explores the ways in which employee’s training is transferred. More specifically, this study is intended to understand how HRD practitioners make efforts to enhance transfer of training and under what circumstances the trainee’s learning results in transfer or not. Then the in-depth interview was conducted to a total of 10 HRD practitioners and trainees from large companies and small and medium sized enterprises. The research found that the businesses were interested in transfer of training and tried some activities to enhance transfer, while the systematic methods to measure the degree of transfer were not actively used. In addition, the findings of this study showed that the facilitators of training transfer were trainee’s immediate training needs or perceived training relevance, trainee’s motivation, pretraining contextual factors such as the discussion with boss on the training, follow-up actions after training, and managerial support. Furthermore, the inhibitors of transfer included manager’s negative perspective on training participation and application of learning from training session, irrelevant training contents, and the lack of tools and methods to measure training transfer. Finally, several issues were discussed based on the results of the study.