English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

Most organizations view training and development as a fundamental part of human resource development. While training and development aim at changing the knowledge, skills, and attitudes of a trainee resulting in a positive change in behaviour, transfer of training is deemed as a major problem in the transfer of knowledge, skills, and attitudes from a training to a job. Researchers, practitioners, and academics have believed for more than three decades that the transfer of training is only 20 to 30%. Numerous studies are conducted to find the reasons for such a low rate of transfer of training. To better understand the low rate of transfer of training and its relationship with context, this study features survey questionnaires and semi-structured interviews with the employees of eight media organizations of Pakistan. The primary research question is: What contextual factors influenced transfer of training by trainees back to their jobs before, during and after training?

Exploring contextual factors affecting transfer of training in vocational training of media employees in Pakistan