Training aims to respond to the needs of development of individuals and organizations (Grohmann & Kauffeld, 2013Grohmann, A, & Kauffeld, S. (2013). Evaluating training programs: development and correlates of the questionnaire for professional training evaluation. International Journal of Training and Development, 17(2), 135-155.). Based on Holton model, we carried out a study seeking to identify and understand the factors involved in the process of learning transfer to the workplace from two different training actions on the design and skills. The study took place at a Portuguese organization and involved 98 participants. Former students were interviewed with the purpose to explore the factors that facilitated or hindered the learning transfer, and the Inventory of the Portuguese version of the Learning Transfer System (Holton, Bates, Seyler & Carvalho, 1997Holton, E. F, Iii, Bates, R. A, Seyler, D. L, & Carvalho, M. B. (1997). Toward construct validation of a transfer climate instrument. Human Resource Development Quarterly, 8(2), 95-113.; Velada & Caetano, 2009Velada, A, Caetano, A, Bates, R, & Holton, E. (2009). Learning transfer – validation of the learning transfer system inventory in Portugal. Journal of European Industrial Training, 33(7), 635-656.) was applied. The results suggest that the Holton model (2005)Holton, E. F, III. (2005). Holton's evaluation model: new evidence and construct elaborations. Advances in Developing Human Resources, 7(1), 37-54.shows that the trainees have identified important issues for learning transfer and that there are differences in relation to the transfer factor pursuant to the type of training.
Learning; transfer; training; assessment; human resources management
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