Mod7

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Mod7

  1. 1. Transfer of Training & Training Evaluation <ul><li>Note: This slide presentation highlights the key concepts from Noe, Chapters 5 & 6. It should not be regarded as a substitute for reading the chapter material. </li></ul>
  2. 2. Transfer of Training <ul><li>Transfer of training occurs when trainees continue to apply the learned skills to their job/workplace situations </li></ul><ul><li>Effective transfer of training depends on </li></ul><ul><ul><li>Trainee Characteristics </li></ul></ul><ul><ul><li>Training Design </li></ul></ul><ul><ul><li>Work Environment </li></ul></ul>
  3. 3. The Transfer Process <ul><li>It is useful to see training as a transfer process with four general outcomes (see figure on next slide) </li></ul><ul><li>Learning & Retention - the trainee not only understands the skill, knowledge or other learned behavior, but also remembers it </li></ul><ul><li>Generalization - trainee’s ability to apply learned capabilities to workplace situations which are similar but not completely identical to learning situation </li></ul><ul><li>Maintenance - opportunities for the trainee to practice and apply learned skills on a continuing basis </li></ul>
  4. 4. Trainee Characteristics Training Design Work Environment Learning & Retention Generalization & Maintenance Model of the Transfer Process
  5. 5. Training Theories <ul><li>Theory of Identical Elements </li></ul><ul><ul><li>what is learned in training is identical to job situation </li></ul></ul><ul><li>Stimulus Generalization Approach </li></ul><ul><ul><li>training utilizes key behaviors and principles that are applicable (“far transfer”) </li></ul></ul><ul><li>Cognitive Theory of Transfer </li></ul><ul><ul><li>training provides material to enhance recall </li></ul></ul>
  6. 6. Training and Work Environment <ul><li>Paying attention to the trainee and the training design are obvious, but what is often overlooked is the third and crucial element -- Work Environment </li></ul><ul><li>Factors in the work environment are: </li></ul><ul><ul><li>Climate for Transfer </li></ul></ul><ul><ul><li>Manager Support </li></ul></ul><ul><ul><li>Peer Support </li></ul></ul><ul><ul><li>Technological Support </li></ul></ul><ul><li>Ideally, we want a Learning Organization </li></ul>
  7. 7. Training Evaluation <ul><li>How do we evaluate training effectiveness? </li></ul><ul><li>Formative Evaluation </li></ul><ul><ul><li>to improve the training process </li></ul></ul><ul><ul><li>qualitative information gathered via surveys </li></ul></ul><ul><li>Pilot Testing </li></ul><ul><ul><li>to improve the training program before it is launched </li></ul></ul><ul><ul><li>training is “tested” or previewed by a selected group that evaluates all aspects of the training </li></ul></ul><ul><li>Summative Evaluation </li></ul><ul><ul><li>to measure results or changes to trainee behavior </li></ul></ul><ul><ul><li>quantitative data on performance measures -- e.g. sales, accidents, customer complaints </li></ul></ul>
  8. 8. Evaluating the Outcomes <ul><li>Cognitive Outcomes </li></ul><ul><li>Skill-Based Outcomes </li></ul><ul><li>Affective Outcomes </li></ul><ul><li>Results </li></ul><ul><li>Return on Investment </li></ul>

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