Parikalpana: KIIT Journal of Management

Open Access Open Access  Restricted Access Subscription Access

Training Evaluation and Motivation to Transfer Training-A Review of Literature


Affiliations
1 School of Management, Kalinga Institute of Industrial Technology (KIIT), Bhubaneswar, Odisha-751024, India
 

In the current scenario training plays a vital role for employee development. The worth of training can be assessed by evaluation. The training is said to be effective when the trainees will apply the learning back to their job and life. Transfer of training in soft skill training is not possible without motivation to transfer. The purpose of this literature review is to explore different models theories and concept of training evaluation, motivation to transfer training. Also different factors contributing to motivation to transfer training has been studied. Basing the extant literature study, a conceptual model has been developed evaluate the factors before and after training which influence motivation to transfer training in soft skill training programmes.

Keywords

Training, Training Transfer, Motivation to Transfer, Training Evaluation, Soft Skill Training.
User
Notifications
Font Size

  • Akin ogundeji, O. (1991). Assuring the Quality of Training Through Evaluation/ : a Model. Journal of Managerial Psychology, 6(1), 3–11.

  • Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63.

  • Bradley, L. (2011). The Impact of Training on Employee Advancement.

  • Bramley, P. (1994). Evaluating Training against Business Criteria. Journal of European Industrial Training, 18(1), 10–14.

  • Bramley, P. (2004). Evaluating Training (2nd ed.). London: CIPD, London. Retrieved from www.cipd.co.uk

  • Brewer, T. K. (2007). Use of Phillips’s five level training evaluation and ROI framework in the U.S. nonprofit sector. University of North Texas.

  • Broad, M. L., & Newstrom, J. W. (1992). Transfer of Training: Action-Packed Strategies To Ensure High Payoff from Training Investments. ERIC.

  • Cheek, G. D., & Campbell, C. (1994). Help them use what they learn. Adult Learning, 5(4), 27–28.

  • Clement, R. W. (1982). Testing the hierarchy theory of training evaluation: An expanded role for trainee reactions. Public Personnel Management, 11(2), 176–184.

  • Donald L. Kirkpatrick, J. D. K. (2009). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.

  • Easterby-Smith, M. (1994). Evaluating Management Development, Training and Education (2nd ed.). Gower.

  • Facteau, J. D., Dobbins, G. H., Russell, J. E. A., Ladd, R. T., & Kudisch, J. D. (1995). The influence of general perceptions of the training environment on pretraining motivation and perceived training transfer. Journal of Management, 21(1), 1–25.

  • Griffin, R. (2012). Twenty-first century evaluation. Training Journal, (June), 50–53.

  • Holton, E. F. I., Bates, R. A., Seyler, D. L., & Carvalho, M. B. (1997). Toward construct validation of a transfer climate instrument. Human Resource Development Quarterly, 8(2), 95–113. https://doi.org/10.1002/hrdq.3920080203

  • Holton III, E. F. (1996). The flawed four-level evaluation model. Human Resource Development Quarterly, 7(1), 5–21. https://doi.org/10.1002/hrdq.3920070103

  • Holton III, E. F., Bates, R. A., & Ruona, W. E. A. (2000). Development of a generalized learning transfer system inventory. Human Resource Development Quarterly, 11(4), 333.

  • Kaufman, R., & Keller, J. M. (1994a). Levels of evaluation: beyond Kirkpatrick. Human Resource Development Quarterly, 5(4), 371–380.

  • Kaufman, R., & Keller, J. M. (1994b). Levels of Evaluation: Beyond Kirkpatrick How Complete a Job Does Kirkpatrick’s Evaluation Model Provide?, 5(4), 371–381. https://doi.org/10.1002/hrdq.3920050408

  • Kechagias, K. (2011). Teaching and assessing soft skills. MASS Project, September.

  • Kirkpatrick, D. (1979). Techniques for evaluating training programs. Training and Development, 50(6), 78–92.

  • Kozlowski, S. W. J., & Salas, E. (1997). A multilevel organizational systems approach for the implementation and transfer of training. Improving Training Effectiveness in Work Organizations, 247, 287.

  • Lanigan, M. L. (1997). Applying the theories of reasoned action and planned behavior to training evaluation levels. Dissertation Abstracts International Section A: Humanities and Social Sciences, 58(3–A), 778. https://doi.org/10.1111/j.1464-0597.2007.00310.x

  • Marx, R. D. (1982). Relapse prevention for managerial training: A model for maintenance of behavior change. Academy of Management Review, 7(3), 433–441.

  • Mathieu, J. E., Tannenbaum, S. I., & Salas, E. (1992). Influences of Individual and Situational Characteristics on Measures of Training Effcetiveness. Academy of Management Journal, 35(4), 828. https://doi.org/10.2307/256317

  • Noe, R. A., & Schmitt, N. (1986). The Influence of Trainee Attitudes on Training Effectiveness: Test of a Model. Personnel Psychology, 39(3), 497–523. https://doi.org/10.1111/j.1744-6570.1986.tb00950.x

  • O’Toole, S. (2009). Kirkpatrick on evaluation: Not crazy after all these years. Training and Development in Australia, 36(4), 23–25.

  • Peter H. Rossi, Mark W. Lipsey, H. E. F. (2004). Evaluation: A systematic approach (7th ed.). Thousand Oaks, CA: Sage.

  • Phillips, J. J. (1996). Measuring ROI: The Fifth Level of Evaluation. Technical & Skills Training, (April), 10–13.

  • Phillips, J. J., & Phillips, P. P. (1997). Handbook of training evaluation and measurement methods (4th ed.). Routledge traylor & Francis Group.

  • Polanco, N. R. De. (2013). The Influence of Training Evaluations on the Training Transfer: An Experience in a Multinational Venezuelan-American Corporation. Using academic advising to increase motivation and engagement in first-year college students. https://doi.org/10.1177/001088048102200214

  • Prawat, R. S. (1989). Promoting access to knowledge, strategy, and disposition in students: A research synthesis. Review of Educational Research, 59(1), 1–41.

  • R A. Swanson & E.Holton. (1999). Results: How to assess performance, learning and perceptions in organizations. San Francisco: Berrett-Koehler.

  • R K Jain & R Agrawal. (2007). Indian and international perspectives on employee training practices:A trend report. South Asian Journal of Management, , 12(1), 79–100.

  • Reid Bates, Kauffeld, S., & III, E. F. H. (2007). Examining the factor structure and predictive ability of the German-version of the Learning Transfer Systems Inventory. Journal of European Industrial Training, 31(3), 195–211.

  • Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs: General and Applied, 80(1), 1–34.

  • Rouiller, J. Z., & Goldstein, I. L. (1993). The relationship between organizational transfer climate and positive transfer of training. Human Resource Development Quarterly, 4(4), 377–390. https://doi.org/10.1002/hrdq.3920040408

  • Santos, A., & Stuart, M. (2003). Employee perceptions and their influence on training effectiveness. Human Resource Management Journal, 13(1), 27–45. https://doi.org/10.1111/j.1748-8583.2003.tb00082.x

  • Scriven, M. (1999). The Nature of Evaluation Part II: Training. Practical Assessment, Research and Evaluation, 6(12), 1998–1999. Retrieved from http://pareonline.net/getvn.asp?v=6&n=12

  • Spitzer, D., & Conway, M. (2002). Link training to your Bottom Line (Vol. 201). American Society for Training and Development.

  • Thayer, P. W., & Teachout, M. S. (1995). A Climate for Transfer Model. DTIC Document.

  • Tracey, J, B., Hinkin, Rt., Tannenbaum, S. I., & Mathieu, J. E. (2001). The influence of individual characteristics and the work environment on varying levels of training outcomes. Human Resource Development Quarterly, 12(1), 5–23.

  • Tziner, A., Haccoun, R. R., & Kadish, A. (1991). Personal and situational characteristics influencing the effectiveness of transfer of training improvement strategies. Journal of Occupational Psychology, 64(2), 167–177. https://doi.org/10.1111/j.2044-8325.1991.tb00551.x

  • Velada, R., Caetano, A., Michel, J. W. J. W., Lyons, B. D., & Kavanagh, M. J. (2007). The effects of training design, individual characteristics and work environment on transfer of training. International Journal of Training and Development, 11(4), 282–294. https://doi.org/10.1111/j.1468-2419.2007.00286.x

  • Warr, P., Allan, C., & Birdi, K. (1999). Predicting three levels of training outcome. Journal of Occupational & Organizational Psychology, 72(3), 351–375.

  • Warr, P., Bird, M., & Rackham, N. (1970). Evaluation of management training: A practical framework, with cases, for evaluating training needs and results. Gower Press.

  • Warr, P., & Bunce, D. (1995). Trainee Characteristics and the Outcomes of Open Learning. Personnel Psychology, 48, 347–375.

  • Wayne F Cascio, H. A. (2014). Applied Psychology in Human Resource Management (7th ed.). Pearson Education Ltd.

  • Wexley, K. N., & Latham, G. P. (1991). Developing and training human resources in organizations. Harper Collins Publishers.


Abstract Views: 616

PDF Views: 0




  • Training Evaluation and Motivation to Transfer Training-A Review of Literature

Abstract Views: 616  |  PDF Views: 0

Authors

Malabika Sahoo
School of Management, Kalinga Institute of Industrial Technology (KIIT), Bhubaneswar, Odisha-751024, India
Sumita Mishra
School of Management, Kalinga Institute of Industrial Technology (KIIT), Bhubaneswar, Odisha-751024, India

Abstract


In the current scenario training plays a vital role for employee development. The worth of training can be assessed by evaluation. The training is said to be effective when the trainees will apply the learning back to their job and life. Transfer of training in soft skill training is not possible without motivation to transfer. The purpose of this literature review is to explore different models theories and concept of training evaluation, motivation to transfer training. Also different factors contributing to motivation to transfer training has been studied. Basing the extant literature study, a conceptual model has been developed evaluate the factors before and after training which influence motivation to transfer training in soft skill training programmes.

Keywords


Training, Training Transfer, Motivation to Transfer, Training Evaluation, Soft Skill Training.

References





DOI: https://doi.org/10.23862/kiit-parikalpana%2F2017%2Fv13%2Fi2%2F164517