Holton's Evaluation Model: New Evidence and Construct Elaborations …
Holton's Evaluation Model: New Evidence and Construct Elaborations
3 outcome levels
Influences on Learning
Secondary Influences—Individual Learner Characteristics
5 dimensions of the Five Factor Model of personality
:check:neuroticism (or emotional stability),
:check:openness to experience
Secondary Influences—Job Attitudes
:star:job attitudes should affect
both motivation to learn and motivation to transfer learning
Perceptions of Training
:fountain_pen:the most controversial
domain of evaluation.
Influences on Individual Performance
Learning Transfer Research
:pen:defined as all factors in the person, training, and
organization that influence transfer of learning to job performance
:pen:Transfer climate, the more common term, is actually but one subset of factors that influences transfer, although the term is sometimes incorrectly used to refer to the full set of influences
:pen:Other influences on transfer include training
design, personal characteristics, opportunity to use training, and motivational influences.
Motivation to Improve Work Through Learning
the motivation constructs for both learning and
:fire:2 separate construct domains of
Motivation to Transfer (MTT)
Influences on Organizational Performance
:pencil2:Low to moderate correlation was found between managers’ and trainees’ engagement in transfer enhancing behaviors and their perceptions that training was congruent with the strategic direction of the firm.
:pencil2:Trainees who reported very high usage of training perceived a significantly higher alignment of training with the strategic direction of the firm
:explode:The network of causal influences on important HRD intervention outcomes is to be understood, then this type of research is necessary and should be undertaken.