This document summarizes a study on the transfer of employee training at Impress Fashion Limited. The study collected data through questionnaires from 40 employees and interviews. It found that over 30% of respondents agreed that the training helped them improve performance and incorporate new skills into daily work. While most employees were confident in applying new skills, some struggled in difficult situations. The document recommends that Impress Fashion Limited provide more support to employees and feedback on training programs to better facilitate the transfer of skills from training to job performance.

1. Transfer of Employee Training of
Impress Fashion Limited

3. Impress Fashion Limited
• Leading and well-regarded conglomerate
• Established in 1978
• Founded by a group of friends
• Group businesses: Textile, Pharmaceuticals, Media
• Manufactures: woven, knit garments
• Organizational strategy: Total Quality Management

4. Objective of the study
• Broad objective:
Understanding transfer of training program of Impress Fashion
Limited
• Specific objective:
• Identify employees transfer of training
• Finding employees with new skills
• Understanding process of promoting job competency
• Exploring employees training related concerns

5. Methodology and tools used
• This was a quantitative study
• Analysis tool: SPSS and MS Excel
• Primary data:
• Completed questionnaire
• Interview and discussion
• Sample size : 40 questionnaire
• Secondary data:
• Relevant document and publications

6. “transfer of training is defined as an almost
magical link between classroom performance
and something which is supposed to happen in
the real world”- Swinney

7. Impacts of training
• Before training:
• Selection of appropriate candidates
• Both supervisors and trainees attend
• Training goals should be application-oriented
• During the training:
• Former trainees to attend the class to share their experience
• Provide feedback
• Follow-up on and support trainees
• After training:
• Establish a mentoring system
• Feedback to trainees
• Technical assistance

8. Data analysis: Demography
• We found that 57.5% of respondents Male and 42.5% of respondents Female
• Only 15% of respondents Less than 1 year, 12% of respondents 1-5years 27.5% of respondents 6-
10years and 20% of respondents More than 15 years
Gender of Respondent
Frequency Percent Valid Percent Cumulative Percent
Male 23 57.5 57.5 57.5
Female 17 42.5 42.5 100.0
Total 40 100.0 100.0
Years in Current Job
Frequency Percent Valid Percent Cumulative Percent
Less than 1 6 15.0 15.0 15.0
1-5 5 12.5 12.5 27.5
6-10 11 27.5 27.5 55.0
11-15 10 25.0 25.0 80.0
More than 15 8 20.0 20.0 100.0
Total 40 100.0 100.0

9. Data analysis: Training transfer
We found that 36.4% of respondents agreed with using new skills presented
in training to improve performance, 31.8% of respondents are Agree with
Training helped them to improve their job performance and 31.8% of
respondents Agree with they can incorporate the learned skills into daily work
activities, the statement which is percentage of people recommending United
Impress Fashion Ltd.
Training transfer Responses Percent of Cases
N Percent
Using new skills presented in
training to improve performance
8 36.4% 40.0%
Training helped me to improve my
job performance
7 31.8% 35.0%
Can incorporate the learned skills
into daily work activities
7 31.8% 35.0%
Total 22 100.0% 110.0%

10. Key questions in graphics
30
50
20
% of response ability to use new
skills
Neutral Agree Strongly Agree
25
2040
15
% how to apply learning on the
job
Disagree Neutral
Agree Strongly Agree
2.5
32.5
40
25
% obstacles in using new skills
Disagree Neutral Agree Strongly Agree
5
25
50
20
% response main topics learnt
Disagree Neutral Agree Strongly Agree

11. Findings - summarized
• Transfer design (TD) of training program of IFL is very satisfactory,
most of the employees are satisfied with the TD
• After training the employees are confident in the ability of using
new skills at work
• Employees of IFL can easily overcome the obstacles by using new
skills or knowledge on their job
• Supervisor of IFL meets with the employees to discuss ways for
applying training on the job
• In difficult situations most of the employees can not use the
learning properly on their job
• Performance feedback of training program of IFL is not satisfactory

12. Recommendations
• In difficult situations most of the employees cannot use the
learning properly on the job
• IFL may discuss with the employees about their self efficacy
• The performance feedback of training program of IFL is not
satisfactory
• IFL can motivate their trained employees by giving feedback
about the training program

13. Concluding note…
Objective of this study was to review the existing body of literature on
training transfer.
To achieve these objectives the literature were reviewed.
In addition, some other important constructs were identified and their
relationship verified to provide justification of including them in
empirical study.
Finally, the gaps was identified and a proposed model was described
which will be recommended for future research to test it.

14. Questions
Thank you