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Holton's Evaluation Model: New Evidence and Construct Elaborations…
Holton's Evaluation Model: New Evidence and Construct Elaborations
The problem and the solution
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Holton proposed the HRD Evaluation and Research Model as a comprehensive framework for diagnosing and understanding the causal influences of HRD intervention outcomes.
Influences on Learning
Secondary Influences—Individual Learner Characteristics
More positive learning outcomes
Tend to pursue difficult learning challenges & persist in the face of failure of learning difficulties.
Secondary Influences—Job Attitudes
Affect both motivation to learn and motivation to transfer learning
Will benefit the organization through improved performance
Perceptions of Training
Utility reactions
Behavioral intentions.
Influences on Individual Performance
Learning Transfer Research
Is a broader construct than transfer climate but includes all factors traditionally referred to as transfer climate.
Transfer can only be completely understood and influenced by examining the entire system of influences.
Motivation to Improve Work Through Learning
Motivation to Improve Work Through Learning (MTIWL) =
ƒ(Motivation to Train, Motivation to Transfer)
Expected to exhibit higher rates of transfer to individual performance.
Influences on Organizational Performance
Learning organization culture had both direct and indirect effects on organizational innovation
Expected Utility/Return on Investment and Linkage to Organizational Goals are important organizational factors as hypothesized in this model.
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It reviewed recent research that supports the Holton Evaluation and Research Model
It provided an update to the model by modifying it to reflect new theory, particularly in the area of motivation.
It presented an elaboration of the model by identifying the specific variables
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