The purpose of this article is to develop a typology of elements involved in the design of training as well as in the work environment that affect work-place learning and transfer. This typology focuses on elements that can be manipulated by the human resource development (HRD) researcher and practitioner as part of the HRD implementation rather than on dispositional and personality characteristics of individuals participating in the intervention. It identifies elements within the work environment, as well as elements before, during, and after training. By presenting a typology, this article provides a first step in theory building or a "theory of the middle range. " Furthermore, it leads to implications for future theoretical development, research, and practice.
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