The Empirical Research Of The Relationship Among Knowledge Transfer, Employee’s Competence And Training Performance

Abstract:Around by the more and more fierce external market environment, the companies are facing to unprecedented opportunities and challenges. Because training have the function of helping employee adapt themselves to work,and helping enterprises accumulate knowledge and promote innovation, it has to be the means of companies face to the opportunities and challenges. The enterprises invest a lot of energy and wealth for training, contrary to the not so good training effect. So, it is very important to find out the factors that affect the training performance, and take targeted measures to improve the efficiency of resource. By studying the affecting factors of training performance and mechanism of how they affect training performance, this paper can not only contribute to theoretical research, but also to guide the action of training of companies.On the basis of theoretical research, this paper has studied the sales staff, and founded a model of which knowledge transfer and employee’s competence affect training performance, and has testified the model and hypothesis by empirical research. It have quested the factors that affect training performance through theory and practice. It has found out that employee’s competence play a partial intermediary role in knowledge transfer and training performance, which can prove that knowledge transfer can directly affect employee’s competence and indirectly affect the training performance by promoting staff capacity.According to the results of theoretical and empirical research, this paper has put forward the corresponding management recommendations as follow, managers should foster a learning culture and build a learning organization to help knowledge transfer. They should foster a learning culture and build a learning organization to help knowledge transfer and the management must be people-oriented and attach importance to promotion of employee’s competence. They should put more attention to training and development and initiative to provide work support to promote training. They should help employees develop career planning to help employees enhance cognitive of training and capacity promotion. They should make a better training plan, build a better training system and do a good job of evaluation of training effect.