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Full-Text Articles in Training and Development
Training Transfer, Sarah Stepanek, Megan Paul
Training Transfer, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is training transfer? Training transfer is formally defined as “the degree to which trainees effectively apply the knowledge, skills, and attitudes gained in a training context to the job” (Baldwin & Ford, 1988, p. 63). Training transfer has been conceptualized based on three main factors, which are detailed further below. ► Maintenance versus generalization: Maintenance consists of the degree to which knowledge, skills, and abilities (KSAs) from the learning environment are able to persist over time, whereas generalization consists of being able to take KSAs acquired from a learning environment and apply them to situations or settings that are …
The Antecedents And Consequences Of Individual Adaptive Performance: A Systematic Literature Study, Widya Nandini, Aurik Gustomo, Dedy Sushandoyo
The Antecedents And Consequences Of Individual Adaptive Performance: A Systematic Literature Study, Widya Nandini, Aurik Gustomo, Dedy Sushandoyo
BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi
The emergence of industry 4.0 and the dynamic changes in the market have urged organizations to be more agile. An organization demands that its employees have a high adaptive performance to be agile. Existing research on individual adaptive performance, however, emerges from various contexts, including the context of an employee’s develop-ment process and organizational capabilities. Thus, a systematic literature study to identify the topics addressed in the existing studies and the research gap as the foundation for future research direction is scarce and needed. This study analyzes fifty-nine highly relevant papers based on the topics and research approaches/methods. From the …
Learning Styles, Megan Paul
Learning Styles, Megan Paul
Umbrella Summaries
What are learning styles? The concept of learning styles is the idea that people differ in the way that they learn best, and instructors should determine each trainee’s optimal style and then use training methods that match the trainee’s style (Pashler, 2009). There are dozens of different learning style classifications, including such styles or dimensions as visual, auditory, kinesthetic, and tactile modality preferences (Dunn & Greggs, 2003, cited in Coffield et al., 2004); concrete vs. abstract and sequential vs. random (Gregorc, 1982a, cited in Coffield et al., 2004); holistic vs. analytic and verbalizer vs. imager (Riding & Raynor, 1998, cited …
Trainee Reactions, Megan Paul
Trainee Reactions, Megan Paul
Umbrella Summaries
What are trainee reactions? Trainee reactions refer to “subjective evaluations learners make about their training experiences” (Sitzmann et al., 2008, p. 280). Commonly referred to as “level 1” evaluations (e.g., Kirkpatrick, 1998), reactions are the most commonly used type of training evaluation and are measured with post-training surveys. Though measures are occasionally included in published research, there are no universal or even widely used measures. Instead, questions are developed by each organization or trainer based on their particular goals and interests. As a result, there is significant variation in what is measured. Originally, reactions referred only to how well a …
Cognitive Offloading Strategies And Decrements In Learning: Lessons From Aviation And Aerospace Crises, D. Christopher Kayes, Jeewhan Yoon
Cognitive Offloading Strategies And Decrements In Learning: Lessons From Aviation And Aerospace Crises, D. Christopher Kayes, Jeewhan Yoon
Journal of Human Performance in Extreme Environments
Examples from aviation and aerospace illustrate the potential consequences that emerge when organizations replace learning from experience with technology, a process referred to as a cognitive offloading strategy (COS). Examples include the Air France Flight 447 crash involving an Airbus 330-203 and the Lion Air Flight 610 crash involving a Boeing 737 Max. From the perspective of human performance in extreme environments, COS represents an underexplored source of organizational vulnerability which presents a particular challenge for learning in organizations. Decrements in learning result from COS because COS creates gaps in procedural knowledge and deprives operators of opportunities to learn in …