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Holton's Evaluation Model: 29 New Evidence and Construct…
Holton's Evaluation Model:
New Evidence and Construct Elaboration
Factors influencing individual learning Outcomes
1) Individual learner characteristics
a) Personality (Five Factor Model)
Neuroticism (Emotional Stability)
Absence of feeling of anxienty
Insecurity & nervousness
Positive psychological adjustment
Openness to Experience
Intelect, Curiosity about environment
Willingness to explore new thing
Conscientiousness
Dependable, Persevering, Hardworking, disciplined, Achievement oriented
b) Goal Orientation
Individual with Learning oriented
Increase competence by developing news skill & mastering new situation
Cooperative, Compassionate, Trust Interpersonal skill
Individual with Performance oriented
Desire to demonstrate one competence to other
Positive evaluated by others
negative/ neutral learning outcome
c) Locus of control
Internal
Believe in change their abilities & motivation through action
Improve skill & performance by exerting effort in training
External
Believe change in performance
2) Job Attitudes
Job involvement
Organizational commitment
Work Commitment
3) Perception of training
Controversial domain of evaluation
Legitimate outcome/level outcome
Under emphasize learning
performance outcome
Multidimensionality of reaction
relationship to learning & performance outcome
Utility reaction
Tested the effect of affective
added predictive power
behavioral intention
HRD Outcome
Individual Performance
Organizational Performance
Learning
Factor influencing individual performance
1) Learning Transfer research
Transfer design, transfer climate & Motivation to Transfer
Include all factor in person, training & organization
Other influence include training design, personal characteristic, opportunity to use training & motivational
Learning Transfer System Inventory (LTSI)- 16 Factors
Training-specific Scale (11 Factors)
Personal capacity for transfer
Peer support
Learner readiness
Supervisor Support
Perceived content Validity
General Skills (5 Factors)
Performance-outcomes
Resistance/ openness to change
Transfer Effort-Performance expectation
Performance self-efficacy
Performance Coaching
2) Motivation to Improve Work Through Training (MTIWL)
Motivation to learn (MTL)
Motivation to Transfer (MTT)
Acquires & transfer Knowledge
Work Outcome & productivity
Engage in work-relevant learning experience
Factors influencing organizational performance
Linkage between training
strategic direction of organization
High usage of training in trainee to apply on the job skills
Transfer enhancing behavior
Low moderate correlation between manager & trainee engagement
usage of training on the job
