What makes the difference? A mixed-method study on training transfer success and knowledge sharing after training

Abstract

In this empirical article in the journal “Group. Interaction. Organisation (GIO)” examines which factors are necessary for employees to be able to apply their knowledge in the workplace and pass it on to their colleagues after attending a training course. Particularly in sectors with a great shortage of skilled workers, e.g. the construction industry, further training plays a major role in competence development. However, what is learned from training is often not transferred to everyday work and the knowledge is not effectively shared with colleagues. Previous research has been able to identify various process-related factors that have an influence on the transfer and transmission of knowledge, but these cannot fully explain if the knowledge is transferred or not. In this paper, 28 semi-structured guided interviews were conducted with a construction industry sample, then coded using Mayring’s Qualitative Content Analysis and analysed using Qualitative Comparative Analysis. It was possible to identify 34 factors, 20 are not yet considered in known questionnaires for measuring learning transfer, e.g. the Learning Transfer System Inventory. With the Qualitative Comparative Analysis, the following factors could be identified as necessary for learning transfer: Trainer didactics, transfer design, content validity, reaction to training, and clarity of expectations. For knowledge transfer, learning success, documentation of training content, and reaction to training were identified as necessary factors. The results show what training providers should consider when designing training and how companies can promote learning transfer and knowledge sharing among their employees.