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ADVANCE IN DEVELOPING HUMAN RESOURCES (INDIVIDUAL LEARNING OUTCOMES )…
ADVANCE IN DEVELOPING HUMAN RESOURCES (INDIVIDUAL LEARNING OUTCOMES )
CONCLUSION
the validation of this model will clearly be ambitious and demanding research
INFLUENCE ON INDIVIDUAL PERFORMANCE
LEARNING TRANSFER RESEARCH
learning transfer
system
All factor in
Training
organization that influence transfer of learning to job performance.
Person
transfer climate
factors incorrectly used to refer
to the full set of influences
The influence include
Personal characteristics
Opportunity to use training
Training design
motivational influences
MOTIVATION TO IMPROVE WORK THROUGH LEARNING
Define as
Motivation toTrain, Motivation to Transfer
Requires learners to acquire knowledge and transfer that knowledge into improved
work outcomes or productivity
MTIWL
Have greater motivation to engagee in work-relevant learning experiences offered with
strong transfer designs that stress practice and job application
SECONDARY INFLUENCE
JOB ATTITUDE
Give an effect to
Motivation to transfer learning
Motivation to learn
Work commitment
job involvement
organizational commitment
INDIVIDUAL LEARNER CHARACTERISTICS
:smiley:
individual trait
(Five Factor Model by Costa and McCrae(1992)
openness to experience
curiosity about one’s environment
willingness to explore new things
Associated with intellect
Agreeableness
interpersonal trait
compassionate
Trusting person in interpersonal situations
cooperative
conscientiousness
Dependable
persevering
Hardworking
Disciplined
Deliberate
Achievement oriented
Neuroticism (emotional stabillity)
Insecurity
Nervousness
Absence of feelings of anxiety
Extraversion
category in the Holton Evaluation Model
characteristics that direct and indirect
effect through motivation to learn.
openness
to experience
goal orientation
interactive effect with cognitive ability
neuroticism (emotional stability)
locus of control
positive attitudes
motivation toward training
conscientiousness
INFLUENCE ON ORGANIZATION PERFORMANCE
the relationship in the HRD Evaluation and Research Model between Expected Return/Utility of Training and MTT in that training perceived to be congruent with the firm’s strategy is expected to have higher utility and therefore to increase trainee MTT
the relationship between Linkage to Organizational Goals
and individual performance in the ability domain
linkage between training, the strategic direction of the organization,
transfer enhancing behaviors, and usage of training on the job
