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This study aimed to analyse the impact of the environment on the transfer of training in the work environment, as little has been done to explore the nature of the transfer of the learning work environment. This study used secondary sources. The information was outsourced from online journals (published peer-reviewed articles), published and unpublished dissertations, online sources, and textbooks relevant to the studied topic. An employee's work environment consists of the physical and social conditions in which employees perform their daily duties and impact how well a person puts their training to use. This study concludes that organizational level (characteristics of the work environment) significantly affect the transfer of training in the work environment positively or negatively. Trainees who worked in a more positive environment and received more encouragement from their peers made the most progress on transferring training. However, peer-supported trainees in a negative environment were just as successful at transferring what they learned as those in a favourable one. Training transfer was highly correlated with supervisory assistance, work autonomy, and preferred support. There is a lack of theory on the transfer of training. This study will contribute to the theory by expanding the subject of the work environment about the transfer of training. Findings from this research will advance the science behind the work environment variables and transfer of training. This study will bring new knowledge of the work environment on the transfer of training and will provide leads for future research. Since this study relied on secondary sources, it was limited to the scholarly work that was available at the time the research was conducted.

Business organizations face more issues due to globalization and continually changing customer expectations. To overcome these challenges, businesses must invest in the training and development of their employees. Training and development are essential nowadays. Employee performance is improved via training and development. A company's personnel determine its efficacy. In this era of globalization, training is crucial for the competitive and challenging corporate environment. The nerve must contribute to raising employees' quality of life at work and expanding the business. This paper aimed to investigate the impact of training and development programs on employee performance and productivity in the selected municipality of OR Tambo District Municipality, South Africa. To conduct this study, the researchers embraced an exploratory qualitative approach. The rationale for implementing qualitative methodology emanates from the need to understand the effectiveness of training programs in the Oliver Tambo district municipality in Eastern cape province, South Africa.The administration of the Nyandeni Local municipality conceded permission. The researchers acquired the letter, which permitted them to gather information from employees from the local municipality. Ethical clearance was affirmed genuinely. Non-probability sampling was used for its convenient strength. Precisely, data was obtained using semi-structured face-to-face interviews for this study. Thirty-five participants were included in this research study. According to the results, poor training and development were seen as a cause for the poor performance of employees. Capacity building was seen as a tool to increase employee commitment. Training programs were only visible to some in the municipality and the present study recommended that the Skills office conduct roadshows so that all employees could understand the office's role in the municipality. The study further recommended that training and development be closely monitored to determine its effectiveness.

Small and medium food enterprises (SMFEs) have the potential to increase sustainable competitiveness through innovation. Previous research proves that one of the factors that hinder the implementation of SMFE innovation is the limited capability of entrepreneurs to manage their human resources. Research on human resources in SMEs is more focused on employees and the relationship with company performance but is still very limited on the capabilities of SMFE entrepreneurs. This research fills the gap by improving the capabilities of SMFE entrepreneurs in managing human resources (HRM) through training. Before the training, there was a training need analysis (TNA) through a Focus Group Discussion (FGD) with the head of the processed food section of the Malang Regency Industry and Trade Office and five SMFE representatives. The output from TNA is the acquisition of 14 training topics. Participants of the training were 35 SMFE entrepreneurs in Malang district that were selected purposively. Data were collected using a questionnaire with a Likert scale of 5 (score 1 for strongly disagreeing and score 5 for strongly agreeing on statements from 14 training topics) before and after training. The data were analyzed using nonparametric statistics (Wicoxon Rank Sign Test) because it was not normally distributed. The findings of the study were the knowledge of SMFE entrepreneurs increased significantly for all topics related to HRM after training. The greatest increase in knowledge was how to build a good working relationship with employees. Two other indicators that also highly increased were the process of selecting new employees and motivating employees, the facts of which were carried out simply and not systematically.

Highly engaged employees ensure organizational competitiveness and success. The study examined whether employee engagement mediates the relationship between human resource development and employee turnover intentions. A field study was conducted among six indigenously owned healthcare institutions and 14 internationally owned healthcare institutions. The data supported the hypothesized relationships. The results indicate a significant association between HRD and the levels of behavioral engagement. HRD and the levels of emotional engagement had an insignificant relationship. HRD and the levels of cognitive engagement were significantly related. The findings also indicated that the association between HRD and employee turnover intentions was mediated by employee engagement. The present study’s emphasis on healthcare institutions may constrain the generalizability of the findings. The study suggests the adoption and development of well-designed and formulated HRD practices enhance employee engagement, knowledge development, and organizational commitment. By empirically demonstrating that employee engagement mediates the nexus of HRD and employee turnover intentions, the study extends the literature.

An organisation's performance suffers when employees are not adequately skilled in certain job areas.  This article sought to investigate whether training and development affected the delivery of citizen-centric services in a government department in South Africa. The study adopted a mixed research methodology and a non-experimental research design. The data was collected via 20 open-ended interviews and 130 structured questionnaires. The study results indicated that shifting the government's focus to citizen-centricity would improve efficiency and service delivery. One of the significant findings suggests that training in service delivery requirements awareness could positively improve and motivate public officials' performance to remain relevant to the needs of citizens.

The study examined the role of training needs assessment on the training outcomes in the insurance sector in Kenya. A desktop methodology was used to carry out this study. This necessitated the use of secondary data obtained from publicly available sources such as published studies, reports, and statistics. This approach of data collection is used by many researchers since it saves time and lowers the cost of data collection. It is also quite reliable and has a wide variety of insights since it is compiled from well-known sources. The current study made use of online journals and libraries, both of which make secondary data readily available. The results revealed that there exist conceptual and geographical gaps relating to the study on the role of training needs assessment on the training outcomes in the insurance sector in Kenya. Most of the results from the empirical review revealed that the main role of training needs assessment on training outcomes is to ensure that the training programs implemented are effective, meet the employees’ needs and to improve the performance of the insurance sectors in Kenya. In addition, TNA enabled organizations to implement flexible, practical oriented training programs so as to keep the employees motivated. The results of the study will be of great significance to the management team of the insurance sector, since it will provide a good knowledge base on what training needs assessment involves and its role on training outcomes in the insurance sector in Kenya. Employees in the insurance sector will also benefit from the findings of this study since it will provide a well-detailed information on some of the employee needs that spearhead the implementation of training programs. The results of the study will also benefit the policymakers in the insurance sector by identifying the appropriate training needs assessment models that will improve the training outcomes of insurance firms in Kenya. Lastly, the findings of this study will serve as a foundation for literature review of researchers and academicians interested in carrying out a study related to these research topics.

The study examined the effects of training and development practices on the performance of the insurance sector in Kenya. The study was conducted using a desktop methodology. This involved the use of secondary data that has been acquired from existing resources such as published studies, reports, and statistics. Many researchers prefer this method of collecting data since it saves time and reduces the cost of data collection. It is also quite reliable and has a wide variety of insights since it is collected from well-known sources. The current study used online journals and libraries which provide easy access to secondary data. The results revealed that there exist conceptual and geographical gaps relating to the study on the effects of training and development practices on the performance of the insurance sector in Kenya. Most of the results from the empirical review revealed that training and development practices positively affect the performance of the insurance sector. In addition, training and development practices were found to have a positive effect on employee productivity, employee engagement and employee retention. the study will benefit many stakeholders. The human resource managers will use the findings of the study to identify other training and development practices that have been used to improve the performance of employees in the insurance sector. The HR managers will also be able to understand the expectation of employees during the implementation of training programs in the organizations so as to ensure they are more effective. Policymakers can also use the findings of the study to adopt the appropriate measures that can be used to ensure that training programs are effective and have a long-term effect on the performance of insurance firms. Researchers and academicians interested in carrying out research on training and development practices will also benefit from the findings of this study since this study will form the basis for their literature work. While future researchers may be inspired to conduct more studies to improve on this study.