Abstract
In the new paradigm of business studies, there is a growing realization to invest in people as it is the utmost requirement for the progress and success of the organizations. Hence, the focus of the organizations is not only on continuous enhancement of the KSA’s (Knowledge, Skills and Attitudes) of the employees via training, but also on effective transfer of learning. This research paper explains the concept of transfer of training and the factors that impact transfer at NADRA. It is a case study which analyzes in detail the factors that facilitate and hinder transfer of training at NADRA. Results indicate that transfer of training is not a new term for the employees of NADRA but for effective transfer of training, the organization has a long way to go. Although there are many factors which challenge the implementation of learning, yet few facilitating factors also exist .Each factor either a facilitator or barrier is directly affecting the motivation to learn and transfer which ultimately affects the effective transfer of training. Currently the focus is to provide basic trainings to the employees but the future focus is to evaluate how much benefit an individual employee gets from a particular training and how this input adds value to his/her work. Hence, in future, NADRA needs to work on effective implementation of the learned knowledge, skills and attitudes.
