I have focused my research for this literature review on the two topics which I will be looking at for my project; participant reaction to training and participant learning transfer to their personal (work/study) context.
In this literature review I will examine each topic briefly and explain the key issues I will then go on to talk about my research in relation to the key issues that I have identified
REACTION LEARNING
Two major debates dominate the area of Reaction evaluation measures, the first how useful are evaluation measures which measure trainee reaction to learning and the second that there are no comprehensive evaluation measures which define learning and present a tool which is easy for practitioners to measure reaction.
Evaluations which measure participant reaction to training are examining the participant’s view or reactions to the training process. Of the many types of evaluation measures available, most organisations carry out some form of reaction level evaluation. This type of evaluation provides a low cost easy to design and implement evaluation usually in the form of a questionnaire which is given to participants at the end of the course to complete.
The reaction questionnaire or ‘reactionnaire’ (Sloman 1995) is severely criticised because it has become the evaluation measure of choice. Bramley (1999) argues that this implies that it will on its own serve a number of evaluative purposes, which it of course cannot. Examples of the evaluative purposes that evaluation measures can potentially measure are the effects of organisational factors, individual factors or training related factors on training effectiveness. The major question in the literature then is what does trainee reaction when measured us...
... middle of paper ...
...to the area of training evaluation and especially to my employer is how the reaction questionnaire can be developed to measure learning effectiveness more effectively and also highlight how much learning transfer has taken place for our participants.
According to Eseryel (2002) future research should be aimed at developing a comprehensive evaluation model which both identifies what learning is and how it should be measured and also that a unified theory of evaluation should be developed which integrates evaluation with training design.
Blanchard and Thacker suggest that increased collaboration between practitioners and academics will greatly increase the use of training evaluations in the training context; by working together the one will be able to show the other their point of view and they come to some agreement about what actually requires measurement.
The use of the six principles of training by a 100m sprinter would greatly improve the athlete’s performance. This is because the progressive overload, specificity, reversibility, variety, training thresholds and warm up/cool down principles all greatly affect the performance of any athlete. The principles of training can be employed in order to improve all aspects of fitness, from flexibility to strength and aerobic endurance.
Facilitate and observe the assessors, supporting and advising on progression and development throughout training and assessment activities
Give a complete evaluation of the research issues in relation to the topic and any questions that you have not yet answered.
Upon completion of these assessments, the work place team is then formed, acquiring team members based upon the needs of the project, mission or goal of the team. The team then proceeds to learn about each other. In learning about one another, individual learning styles must be identified to gain an understanding of how to maximize team performance by capitalizing on team members' strengths via learning styl...
It is also notable that the authors restricted their literature survey to current studies. This is supported by the fact that all the references used in the literature survey were published either in 2010 or later than 2010. It follows that all the arguments proposed by the authors are
Glenrothes Colliery management decided to introduce a new system for appraising worker’s performance in their effort to improve their operation (McLean, P. and P. Dawson, 2010). The decision to introduce the system used was a result of a search and evaluation effort looking at the general business environment (2010a). Including not only collieries and mining industries, but also other...
Approaches to Training and Development. Cambridge, MA: Perseus Group, 2003. Print. The. Locke, Edwin A., and Gary P. Latham. New Directions in Goal-Setting Theory.
Assessment, in the context of education, was defined by Lambert, D (2000, pag 4) as the processs of gathering, recording and using information about pupils' responses to educational tasks. Despite some can consider that assessment is separated from the learning process, assessment is, in fact, an essential part of the learning proccess. Maguire, M. and Dillon, J. (2007, pag 213) pointed out that assessment is intrincately bound-up in the teaching-learning cycle.
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
After completing a class, trainees could answer behavior checklists that would help the manager gauge Heather’s progress in each behavior. This could be instituted for all trainers and their results could be posted, ranking their performance against their peers. The manager could complete critical incident reports during monitoring to review with Heather and provide specific feedback. In addition, the manager could implement a comparative peer evaluation system among all the trainers. Brownlee and Motowidlo (2011) found that increasing accountability among group members motivated interpersonal contextual behavior and improved friendliness, cooperation, and supportive behaviors. The authors also suggested that any recognition or reward system be based on group performance, which was shown to encourage the same behaviors. In addition, it is likely that Heather’s motivation would increase if her peers were evaluating her efforts and her performance impacted the entire team. As an added benefit, Heather would gain the opportunity to shadow the best trainers and model their
Performance appraisal are very important to employees because some type of feedback is needed in order for employees to be aware of how well they are performing their job or on the contrarily, to be informed of the areas which they need improvement in. Feedback is one of the most important factors supporting high level of performance. Without performance appraisals or feedback, employees have no way of knowing whether they are doing a good job or whether there are some areas in which they need to improve (F...
This is to evaluate the effectiveness of the training methods, the workshop in its entirety etc.
There are many different ways to train. Indeed, entire books have been written on the ways to deliver training. How can a manager charged with training his or her employees choose an appropriate method? This article defines some of the most common training methods and reviews pros and cons for each one.
There are several types of evaluations used by public and non-public organizations. Unusually, performance evaluations consist of the employee and the supervisor. However, the 360 Degree Performance requires more than the supervisor’s perspective. It should also include the co-worker’s point of view (by answering a simple set of questions). This evaluation enforces accountability and produces self-worth and a sense of fairness. Many performance evaluations are limited. However, in using the 360 Degree Performance as a measuring tool, it has been found to be a more accurate way to evaluate an employee’s work performance.
A very important part of operating a successful organization is ensuring that the employees are effectively trained. Employees that aren’t properly trained, especially in a service organization, can have a negative effect on the customers’ experience. It pays off for employers to spend the time and money on training their employees. In the article titled Importance of Employee Training: 6 Reasons Why It Saves You Money, the author, Brian Benton, says “Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.” (Benton, 2014). This paper will illustrate