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Holton’s Evaluation Model: New Evidence and Construct Elaborations
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Holton’s Evaluation Model: New Evidence and Construct Elaborations
(Proposed HRD Evaluation and Research Model)
INTRODUCTION
More comprehensive framework for diagnosing and understanding the causal influences of HRD intervention outcomes (Holton, 1996)
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The macrostructure of that model hypothesizes that HRD outcomes are a function of factors in three construct domains: ability, motivation, environmental influences (Noe and Schmitt, 1986).
(Affect motivation to learn)
LEARNING
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Job Attitudes
Job involvement (attitude variable & consistently been shown to be a significant predictor of motivation)
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Perceptions of Training
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HRD Evaluation and Research Model- shown low or no relationship between reaction outcomes and higher level outcomes of learning and performance
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Utility reactions (validity in predicting learning or performance outcomes) + support (predicting motivation to transfer learning)
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Conclusion
accomplished three goals
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provided an update to the model by modifying it to reflect new theory, particularly in the area of motivation
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