The Relationship Among Training Policy, Knowledge Transfer, and Performance Improvement: A Study of Private Sector Organizations in the Kingdom of Saudi Arabia
Date of Award
Doctor of Philosophy
Dr. Chris L. S. Coryn
Dr. Larry Blackmer
Dr. Arlen R. Gullickson
Training, performance, transfer, policy, evaluation, organizations
The purpose of this study was to explore human resource (HR) managers' perceptions of training practices (i.e., needs assessment, trainee preparation, training program review, accountability, management support, knowledge transfer, and performance improvement) in Saudi private sector organizations. The research questions were: (1) How do HR managers perceive the importance and or occurrence of training needs assessment, trainee preparation, training program review, accountability and management support? (2) How do HR managers perceive knowledge transfer and performance improvement as a function of training? and (3) What training factors do HR managers identify as being important to the delivery of training?
Data were collected with the Survey of Training Policy Effectiveness, which the researcher developed for the purpose of this study, and semi-structured interviews. Descriptive statistics were used to analyze the data for research questions 1and 2, and theme analysis was used to analyze question 3. Results showed that overall scale means depict agreement (i.e., scale mean greater than 3.5) for all scales but Accountability (M = 3.28). Moderate agreement (i.e., mean greater than 3.5 and less than 4.0) occurred for three scales, Trainee Preparation (M = 3.81), Needs Assessment (M = 3.70), and Knowledge Transfer (M = 3.98). Respondents indicated strong agreement (i.e., mean greater than 4.0) with the constructs presented in three of the scales, Training Program Review (M = 4.14), Management Support (M = 4.10), and Performance Improvement (M = 4.07). Five themes were generated as a result of the thematic analysis used to answer research question 3: (1) Training Needs Assessment Methods and Tools; (2) Trainee Preparation Techniques; (3) Training Accountability System; (4) Management Training Support Practices; and (5) Knowledge Sharing and Skills Transfer.
In sum, the results of this study found that Saudi HR mangers indeed perceive that the factors explored in this study contribute to changes in the trainee and resulting on-the-job performance. Recommendations for implementation of the study’s findings and additional research are discussed.
Shafloot, Fayez M., "The Relationship Among Training Policy, Knowledge Transfer, and Performance Improvement: A Study of Private Sector Organizations in the Kingdom of Saudi Arabia" (2012). Dissertations. 120.