International Journal for Research in Engineering Application & Management (IJREAM) ISSN : 2454-9150 Vol-04, Issue-09, Dec 2018 370 | IJREAMV04I0945098 DOI : 10.18231/2454-9150.2018.1204 © 2018, IJREAM All Rights Reserved. Relationship between Trainee Characteristics and Transfer of Training *Chidananda H. L., # Udayachandra P. N. *Research Scholar, Department of Studies in Commerce, S.D.M Research Centre, Ujire ,Tumkur University, India, chidanandahl@gmail.com *Assistant Professor, Department of P.G. Studies in Commerce, Sri Dharmasthala Manjunatheshwara College, Ujire, KA, INDIA, chidanandahl@sdmcujire.in # Research Guide, Department of Studies and Research in Commerce, S.D.M Research Centre, Ujire Tumkur University, India. ucpn@yahoomail.com Abstract - The present study was conducted to determine the relationship between the trainee characteristics (Self- efficacy, motivation to transfer and commitment towards organisation) and transfer of training. 426 employees of the selected microfinance institutions in Karnataka completed a questionnaire that assessed 4 constructs (Self-efficacy, commitment towards organisation, motivation to transfer and perceived transfer of training). Findings of the Pearson’s Correlation analysis found that self-efficacy and motivation to transfer positively related to the transfer of training and commitment towards organisation insignificantly related to the perceived transfer of training. Key words: Self-efficacy, motivation to transfer, commitment towards organisation, transfer of training. I. INTRODUCTION Rapid changes in the business world, environment and content of work stressing the significance of human capital development. One of the most popularly employed human resource development intervention is training (Chiaburu, D. S., & Tekleab, A. G., 2005) [3] . Training defined as “A planned initiative designed to enhance the individual performance and organizational productivity”. Employee performance improvement through training activities involves a huge financial expenditure (Baldwin, T.T & Ford, J.K., 1988) [1] . Organization with more than 100 employees were estimated to have spent $58.6 billion on formal training in 1997 as direct cost and annual cost of informal on the job training inclusive of indirect cost in the small organization could easily reach $200 billion or more (Holton, E. F., Bates, R. A., & Ruona, W. E. A.,2000) [10] . Organization intended to maximize the return on investment from employees training investment must have the clear understanding about the factors influencing on the process of learning and transfer of learning (Holton, E. F., Bates, R. A., & Ruona, W. E. A., 2000) [10] . Although, the accurate rate of transfer is unknown, improved job performance resulting from the transfer of acquired knowledge, skills and attitudes to the job is projected as little as 10 per cent against the investment on training (Baldwin, T.T & Ford, J.K., 1988) [1] Transfer of training is the state of applying the knowledge, skills and behaviours acquired in the training to the workplace (Baldwin, T.T & Ford, J.K., 1988 [1] ; Burke, L., & Baldwin, T. 1999 [3] ). Generalization of knowledge and skills learned in the training to the workplace and maintaining the same over a period of time across the work context enhances the job performance (Chiaburu, D. S., & Tekleab, A. G., 2005 [3] ). Rate of transfer of training generally improves when trainees understand the significance of environment and based on the trainees characteristics like personal ability and their concern and commitment towards the organisation. Motivational level also enforces the individual to adopt the learned knowledge and skills. This study examines the relationship between trainee characteristics (self-efficacy, commitment towards and motivation to transfer) and transfer of training. Self-efficacy: Individual’s general ability to change their performance (Holton, E. F., Bates, R. A., & Ruona, W. E. A., 2000 [10] ). People who believe in their ability to perform better in training will have positive impression about the training usefulness. Individual with high level of self- efficacy are more likely to be open to new situations, capable to manage the fluctuating demands and effective in handling setback in changing situations, capable of attaining extrinsic rewards by improved performance by applying trained knowledge and skills in the workplace (Switzer, K. C., 2002) [20] . Trainees with high self-efficacy are more likely to attempt and apply the learned skills and