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Holton's Evaluation Model: New Evidence and Construct Elaboration (HRD…
Holton's Evaluation Model: New Evidence and Construct Elaboration
Influences on learning
Individual Learner Characteristics
Five Factor Model
Neuroticism :prince:
Feelings of anxiety, insecurity, and nervousness
Training outcomes
Extraversion
Openness to experience
Related to learning & transfer outcomes
Associated with intellect, curiosity & willingness
Agreeableness
Reflect the person is a cooperative, compassionate, and trusting person
Conscientiousness
Influences on learning and transfer outcomes of training
Conscientiousness & Anxiety
Hardworking
Dependable
Perserving
Disciplined
Deliberate
Achievement-oriented
Job Attitudes
Affect
Motivation to learn
Motivation to transfer learning :car: :book:
+ve attitudes towards organization -> engage in learning -> improved perfomance
Research on job attitudes
Job involvement :man_in_business_suit_levitating:
Organizational commitment
HRD evaluation and Research Model
Comprehensive framework
Diagnose :male-doctor::skin-tone-2:
Understand
Comprehensive than Kirkpatrick's simple four-level taxonomy :1234:
Three outcome levels
Learning :books:
Individual performance :male-office-worker::skin-tone-2:
Organizational performance :building_construction:
HRD outcomes
Ability
Motivation :man_with_gua_pi_mao:
Environmental influences :evergreen_tree:
Environment elements
Perceptions of training
Transfer climate
External events
Motivation elements
Motivation to learn :book:
Motivation to transfer :blue_car:
Expected utility/ROI :money_with_wings:
Influences on individual performance :female-office-worker::skin-tone-2:
Learning transfer system
Influences on transfer
Training design
Personal characteristics
Opportunity to use training
Motivational influences
Examine entire system of influences
16 factors
+ve personal outcomes
-ve personal outcomes
Motivation to transfer
Personal capacity for transfer
Training-specific scales learner readiness
Peer support
Supervisor support
Supervisor Sanctions
Perceived content validity
Transfer design
Opportunity to use
General scale Transfer effort- performance expectations
Performance-outcomes expectations
Resistance/openness to change
Performance self-efficacy
Performance coaching
MTIWL
Motivation to learn (MTL)
Motivation to transfer (MTT)
to improve work outcomes/productivity
Acquire knowledge
Transfer Knowledge
High MTIWL
Greater motivation to engage in work-relevant learning experience
Influences on organizational performance
Montesino (2002)
Supports relationship between :ring:
HRD evaluation and Reseach model
Expected Return/Utility of Training and MTT
Trainees :male-factory-worker:
Higher alignment of training
Supports relationship between : :ring:
Linkage to organizational goals
Individual Performance in the ability domain of Holton model
Learning organization culture
have direct and indirect effects on organizational innovation
transfer climate constructs partially mediating the effects of learning organization culture