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Volume : III, Issue : XI, December - 2013 Training And Development- Effect Of Demographic & Situational F actors Khushboo Malhotra And Bhawana Sharma Published By : Laxmi Book Publication Abstract : Training and development is the field which is concerned with organizational activity aimed at
bettering the performance of individuals and groups inor ganizational settings. It has been known by several names,
including human resource development, and learning and development. In the current scenario, ther e are major
for ces within the banking industry requiring organisations to seek new &innovative methods to deliver services
more efficiently . This has huge implications for overall employee development and human resource planning.
Bartlett (2007) argues that HRD issues associated with these changes are often overlooked. Furthermore, although
ensuring that learning is transferr ed and utilised in the workplace remains of critical importance for HRD
researchers and practitioners (Burke & Hutchins, 2008), Clarke (2007 and 2002) states that very little empirical
research on training transfer has been conducted in human service organisations. Keywords : Article : Cite This Article : Khushboo Malhotra And Bhawana Sharma, (2013). Training And Development- Effect Of Demographic & Situational F actors. Indian Streams Research Journal, Vol. III, Issue. XI, http://oldisrj.lbp.world/UploadedData/3365.pdf References : - Bartlett, K. (2007) “HRD and Organisation Commitment in Health and Social Care Organisations. In: Sambrook, S. & Stewart, J. (Eds.), Human Resource Development in the Public Sector. The Case of Health and Social Care. London: Routledge.
- Burke, L. A. and Hutchins, H. M. (2008) “Astudy of best practices in training transfer and proposed model of transfer”. Human Resource Development Quarterly , 19 (2): 107-128
- Clarke, N. (2002) “Job/work environment factors influencing training transfer within a human service agency: some indicative support for Baldwin and Ford's transfer climate construct”. International Journal of Training and Development, 6 (3): 146-162
- Clarke, N. (2007) “The Limitations of In-Service Training in Social Services”. In: Sambrook, S. & Stewart, J. (Eds.), Human Resource Development in the Public Sector. The Case of Health and Social Care. London: Routledge.
- Saks, A. M. and Belcourt, M. (2006) “An investigation of training activities and transfer of training in organisations”. Human Resource Management, 45(4): 629-648.
- Brinkerhoff, R. O. (2005). “The success case method: a strategic evaluation approach to increasing the value and effect of training”. Advances in Developing Human Resources, 7 (1): 86-101
- Hutchins, H. M. (2009) “In the trainer's voice: a study of training transfer practices”. Performance Improvement Quarterly, 22 (1): 69-93
- Abdulla, M. H. A.,and Shaw , J. D. (1999). Personal Factors and organizational commitment: Main andinteractive effects in the United Arab.Journal of Managerial Issues 11 (1):77-93
- Dodd-McCue, D., Wright, B. (1996). Men, women and at t i t udi nal commi tment : The effect s of workpl ace experiences and socialization. Human Relations 49: 1065-1089
- Morrow , P . (1993).The theory and measurement of work commitment. Greenwich: CT JAL
- Cheng, E. W. L. and Ho, D.C. K. (2001) “A review of transfer of training studies in the past decade”. Personnel Review, 30 (1): 102-118
- Baldwin, T . T ., Ford, J. K.(1988) “Transfer of training: A review and directions for future research”. Personnel Psychology , 41: 63-105
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