Organizacyjne uwarunkowania transferu szkolenia w opinii menedzerów

This article looks at the research model as well as research results on a level of transfer of the effects of training to the work environment along with the organizational factors defining it. The aim is to assess the level of training transfer as a product of intensity and frequency of implementation training results at work, as well as to characterize companies where the level of transfer is the highest and lowest. Also investigated is the correlation between the level of transfer and different organizational factors confirming the correlation of such transfer with possibilities for implementing knowledge in practice, support for implementing change by subordinates, and organizational openness for changes and rewards for implementing the training results.