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Holton’s Evaluation Model: New Evidence and Construct Elaborations…
Holton’s Evaluation Model: New Evidence and Construct Elaborations
HRD Evaluation Research and Measurement Model From Holton (1996) :fountain_pen:
A comprehensive framework for diagnosing and understanding the causal influences of HRD intervention outcomes.
:question:
Ability, motivation, and environmental influences. :bulb:
Outcome: Learning, Individual Performance, Organizational Performance :bar_chart:
Influences on Learning :pencil2:
Learner dispositional : Motivation to learn= Learning.
Big Five framework. :
Neuroticism (or emotional stability)
Extraversion
Openness to experience
Agreeableness
Conscientiousness
Goal orientation posits that individuals are of two types—learning oriented vs performance oriented.
Locus of control has been shown to be a significant predictor of motivation to learn in Colquitt et al.’
(a) conscientiousness
(b) Neuroticism (emotional stability)
(c) Openness to experience
(d) Goal orientation
(e) Locus of control
Secondary Influences—Job Attitudes
Job Attitudes Affect: Motivation To Learn and Motivation To Transfer Learning
Job Involvement
Organizational Commitment
Motivation to Improve Work Through Learning (MTIWL).
Perceptions of Training
Also known as reactions
Training Domain: Utility Reactions and Behavioral Intentions
Influences on Individual Performance
Learning Transfer Research
Learning Transfer System
Instrument: Learning Transfer System Inventory (LTSI).
Influences on Organizational Performance
Managers’ & Trainees’ Engagement
Transfer enhancing Behaviours
Their Perceptions
High usage of training perceived a significantly higher alignment of training with the strategic direction of the firm
Organizational factors
Expected Utility/Return on Investment
Linkage to Organizational Goals
Motivation to Improve Work Through Learning
Domains of Motivation to Learn (MTL) and Motivation to Transfer (MTT).
Motivation to Improve Work Through Learning (MTIWL) = (Motivation to Train, Motivation to Transfer)
