One of the main pillars in the search to innovate and create new knowledge is the development of the human resources through training courses. In the past, training courses have been classified as one of the most popular knowledge transfer methods. Even though knowledge transfer is an extremely popular topic and has been studied, some gaps must still be filled to fully understand knowledge transfer and how the influencing factors affect its results.

Specifically, through training courses, the knowledge transfer has now become a common activity in the planning and operations of all organisations and institutions, and something in which they have also invested a great deal of money. Organisations and institutions have reached a consensus on the fact that the human resources play a vital role in their success. They invest huge amounts of money in training staff in the hope of improving their operational indicators.

Training courses are expensive for organisations in terms of time and money. However, most of them simply calculate the impact and return of their investment by evaluating learning, without considering performance, even if the intention of a training programme is the improvement of organisational performance and not only the individual acquisition of knowledge.

If interested, enjoy some light reading on this topic over the holidays! In a recent article, our colleagues from AGENFOR explores the challenges and trends in knowledge transfer through training activities for P/CVE first-line practitioners.