Transfer of Learning After Training on Succession Planning for the Position of Ward Head

Succession Planning Training Among Ward Heads

Abstract

Succession planning training consumes a substantial amount of time and budget. Therefore, hospitals expect  that head nurse who have completed training programs will be able to transfer the learned knowledge to their duties.  This descriptive study aimed to explore the level of learning  transfer in a succession planning program and the related  factors. The population consisted of 37 head nurses who  completed a succession planning program and had  between 6 months and 5 years of experience in a head  nurse position. The research instruments consisted of a  questionnaire on learning transfer in a succession planning program and had a reliability value of 0.80, and an interview guide related to the factors associated with transfer of  learning in a succession planning program. Quantitative  data were analyzed using descriptive statistics and  qualitative data were analyzed by content grouping. The  results showed that 45.9% of head nurses had a high level  of learning transfer, whereas the remaining had learning  transfer at levels of quite low. Factors related to learning  transfer were training format, successor characteristics and  work environment. Based on the findings of this study,  nursing managers can design activities that support the  transfer of learning into head nurses’ practice.