In the wake of globalization, liberalization and privatization and consequent increase in competition, organizations are required to invest huge amount of capital in training and development of their employees to improve their work performance. But only imparting training is not enough, organizations need to ensure that knowledge and skills gained from training sessions are actually transferred to the workplace. This paper explores the factors that affect the transfer of training by considering a case of a Public Sector Bank and identifies the factors that have more impact on transfer of training. Primary data were collected by using a structured questionnaire from 130 employees who had attended training programmes. The results of regression analysis indicate that perceived performance utility, trainee’s self-efficacy, transfer design and positive transfer climate play a significant role in transfer of training .The study suggests that there is a need to create a favorable work environment with supervisory and managerial support that helps the trained employees to continuously apply the acquired knowledge and skill in the work situation.

Axtell, C. M., Maitlis, S., &Yearta, S. K. (1997). Predicting immediate and longer term transfer of training. Personnel Review, 26(3), 201–213.

Alvarez, K., Salas, E., &  Garofano, C. M. (2004). An Integrated Model of Training Evaluation and Effectiveness. .Human Development Review, 3(4), 385-416.

Baldwin, T.T., &Ford, J. (1988).Transfer of training: A Review and Directions for Future

 Research, Personnel Psychology, 41(1), 63-105.

Bandura, A. (1982). Self-Efficacy Mechanism in Human Agency. American Psychologist, 37(2),   122–147.

Bates, R., Kauffeld, S., & Holton, E.F. E. (2007). Examining the Factor Structure and Predictive Ability of the German Version of the Learning Transfer System Inventory. Journal of European Industrial Training, 31, 195-211.

Brown, T., & McCracken, W. (2009). Building A Bridge of Understanding; How Barriers to Training Participation Become Barriers to Training Transfer. Journal of European Industrial Training, 33(6), 492-512.

Brinkerhoff, R. O., &  Montesino, M. U. (1995). Partnerships for Training Transfer: Lessons from a Corporate Study.Human Resource Development Quarterly, 6(3), 263–274.

Baumgartel, H. J., Reynolds, M. J. I., &Pathan, R. Z. (1984). How personality and organizational climate variables moderate the effectiveness of management development programmes: A review and some recent research findings. Management and Labour Studies,   9(1), 1–16.

Bohlander, G.,& Snell, S. (2004). Managing Human Resources (13rd Ed.). Mason, OH: Thomson-South-Western.

Colquitt, J. A., LePine, J. A., & Noe, R. A. (2000). Toward An Integrative Theory of Training Motivation: A Meta-Analytic Path Analysis of 20 years of Research.Journal of Applied Psychology, 85(5), 678–707.

Cheng, E. W. L., &  Ho, D. C. K. (2001). A Review of Transfer of Training Studies in the Past Decade. Personnel Review, 30(1),102–118.

Cromwell, S. E., & Kolb, J. A. (2004), An examination of work-environment support factors affecting transfer of supervisory skills training to the workplace.Human Resource Development Quarterly,15, 449–71.

Chukwu, G. M. (2016). Trainer attributes as drivers of training effectiveness. Industrial and Commercial Training, 48(7), 367-373.

Gaudine, A.P., &  Saks, A. M. (2004). A Longitudinal Quasi-experiment on the Effects of Post Training Transfer Interventions. Human Resource Development Quarterly, 15(1), 57–76.

Holton, E.F E., Bates, R.A., & Ruona, W.E. (2000). Development of a Generalized Learning Transfer System Inventory.Human Resource Development Quarterly, 11(4), 333-360.

Lim, D.H., & Johnson, S.D. (2002). Trainee Perceptions of Factors that Influence Learning Transfer. International Journal of Training and Development, 6(1), 37-49.

Lim, D. H., & Morris, M. L. (2006). Influence of Trainee Characteristics, Instructional Satisfaction and Organizational Climate on Perceived Learning and Training Transfer. Human ResourceDevelopment Quarterly, 17(1),  85–115.

Nikandrou, I., Brinia, V., &  Bereri, E. (2009).Perspective on Practice: Trainee Perceptions of Training Transfer: An Empirical Analysis. Journal of European Industrial Training, 33(3), 255-270.

Noe, R. A.,& Schmitt, N.(1986). The Influence of Trainee Attitudes on Training Effectiveness: Test of a Model. Personnel Psychology, 33, 497-523.

Robbins, S. P., & Judge, T. A. (2009). Power and politics and Organizational Behavior.Upper Saddle River, NJ: Pearson Education.

Rouiller, J. Z., &  Goldstein, I. L. (1993). The Relationship Between Organizational Transfer Climate and Positive Transfer of Training. Human Resource Development Quarterly, 4(4), 377-390.

Sookhai, F., & Budworth, M. H. (2010). The Trainee in Context: Examining the Relationship Between Self?efficacy and Transfer Climate for Transfer of Training. Human Resource Development Quarterly, 21(3), 257-272.

Velada, R., Caetano, A., Michel, J.W., Lyons, B.D., &  Kavanagh, M.J. (2007), The Effects of Training Design, Individual Characteristics and Work Environment on Transfer of Training. International Journal of Training and Development, 11(4), 282-94.

Wexley, K.N., & Latham, G. P. (1981). Developing and Training Human Resources in Organization. Glenview, IL: Scott, Foresman and Co.

State Bank of India (2019).Annual Report. Retrieved from https://www.sbi.co.in/web/corporate-governance/annual-report