rpose of this study the effectiveness of the transfer of training within organization is defined by factors such as consensus between training participants and their senior management, better communication, team work, high spirit, move involvement of their work and faster decision making and problem solving. These factors are used as indicators of the effectiveness of the transfer of learning, because they are the ultimate aims of the management.
It is important to note however that this research is based on the effectiveness of training in the workplace and effectiveness is not measured with a cost effective approach. Factors given above are used to define the effectiveness of training.
From a cost effectiveness point of view, a counter argument will arise: will the senior management attending training program lead to reduced efficiency and effectiveness in their job, as they have less time to devote to their other roles. Some may suggest analyzing the cost-and-benefit of the action taken by the senior management. However this research is to study the effectiveness of training programs with or without the senior management participation. The reasons for the researcher to leave out cost-and-benefit factor are: firstly, the aim of the research is to study the human behavior after attending training; secondly, the researcher presumes the cost incurred by the whole group members of an organization is probably larger than the cost incurred by the senior management. Further complementary research could be conducted into a full cost-benefit analysis.
This research concerns the relationship between the senior management and the transfer of management training effectiveness to the workplace of selected small and medium sized enterprises (SMEs) in Saudi Arabia (KSA). In this country, “SMEs” mean manufacturing companies provide manufacturing related services with annual sales revenue not greater than Saudi Arabian Riyal (SAR) 25 million and with full-time employees