Comparison of Training Transfer and Effectiveness Models

1983 ◽  
Vol 27 (11) ◽  
pp. 906-910 ◽  
Author(s):  
C. Mazie Knerr ◽  
Lawrence B. Nadler ◽  
Susan K. Dowell ◽  
Daniel R. Tufano
Keyword(s):  
Empirical Evaluation ◽  
Training Transfer ◽  
Training Effectiveness ◽  
Training Device ◽  
Estimation Model ◽  
Effectiveness Model ◽  
Efficiency Estimation ◽  
Model Training ◽  
Development Analysis ◽  
The Military

The costs of training devices and simulators have induced the military to formulate models for predicting the training effectiveness, including transfer effectiveness, of the devices during their design and development. Analysis of existing models compared them on the following dimensions: objectives, components, units of analysis, metrics, and development. Development included level of completion, validation, and automation. The models analyzed were those for predicting effectiveness or prescribing device characteristics rather than models for empirical evaluation of existing devices. Baseline models included the military Instructional Systems Development (ISD) model and the Navy's Training Effectiveness and Cost Effectiveness Prediction model. Other models were the Training Device Effectiveness model (TRAINVICE); Training Efficiency Estimation Model; training resource estimators; manpower, personnel, and training estimation models; multi-attribute utility estimation; and methods for specifying training device features. Most of the models were prescriptive, rather than predictive, of effectiveness. Few (including TRAINVICE) estimated transfer to the operational setting.

Training transfer intention and training effectiveness

2017 ◽  
Vol 25 (5) ◽  
pp. 839-860 ◽  
Author(s):  
Abdullah Al-Swidi ◽  
Mohammed Al Yahya
Keyword(s):  
Learning Style ◽  
Structural Equation ◽  
Group Analysis ◽  
Training Transfer ◽  
Training Programme ◽  
Training Effectiveness ◽  
Critical Determinant ◽  
Content Type ◽  
Males And Females ◽  
And Training

Purpose The purpose of this study is to further the current research on the topic of the intention to transfer training and training effectiveness by examining the gender-related training intention and work behaviour differences. Design/methodology/approach To assess the gender-related behavioural differences, a quantitative approach using surveys from employees in Saudi universities. Using the structural equation modelling multi-group analysis approach, this study analysed the data collected from 389 individuals, comprising 186 males and 153 females. Group invariance analysis was conducted before the hypotheses were tested. Findings The results showed that learning style and supervisor support are critical determinants of training transfer intention and the latter is critical determinant of training effectiveness across samples of males and females. Moreover, the variance explained by the model in the male sample was found to be more than that of the female sample. Interestingly, males are found to be different than females in their perception that the training effectiveness is determined by the learning style. Practical implications Findings suggest that both the learning style of employees should be considered when designing a training programme and a proper support to employees should be provided by their supervisors to get the best of training investment. This may guide decision-makers to enhance training effectiveness. Originality/value The majority of the studies concerning training effectiveness has overlooked its antecedents and much in-depth scholarly research endeavours are still required. This study attempted to provide valuable insights of the antecedents and consequences of training transfer intention and how this structure differs between males and females in a developing country context.

scholarly journals Assessment and Comparative Evaluation of Self-Efficacy as a Function of Training Style

2020 ◽  
Vol 9 (1) ◽  
pp. 188-192
Author(s):  
James P. Bliss ◽  
Beth M. Hartzler ◽  
Jennifer Winner ◽  
Douglas Hodge
Keyword(s):  
Self Efficacy ◽  
Simulation Training ◽  
Medical Training ◽  
Training Effectiveness ◽  
Military Health ◽  
Didactic Training ◽  
Starting Point ◽  
Simulation Based ◽  
Training Courses ◽  
The Military

As with civilian medicine, the Military Health System relies on medical manikins to supplement didactic training. Analyses of transfer-of-training and the calibration between self-efficacy (SE) and competence offer a robust look at training effectiveness; however, the logistics of collecting these data are complex. Self-reported SE is commonly used as a starting point to look at training effectiveness, and prior research has used it to compare didactic against simulation-based training options. Military medical training courses, however, often combine didactic and experiential (simulation-based) training. Little or no work has documented how SE is differentially affected in courses using both training approaches. Results reported here represent SE data from enlisted medical technicians completing pre-deployment readiness training. These data illustrate that SE gained through didactic training was maintained throughout the simulation training. We discuss possible reasons why this sample did not demonstrate further significant gains following simulation and we identify challenges associated with the study of individual constructs such as SE in the context of team-based training environments.

Story Point-Based Effort Estimation Model with Machine Learning Techniques

2020 ◽  
Vol 30 (01) ◽  
pp. 43-66
Author(s):  
Muaz Gultekin ◽  
Oya Kalipsiz
Keyword(s):  
Machine Learning ◽  
Empirical Evaluation ◽  
Machine Learning Algorithms ◽  
Decision Makers ◽  
Machine Learning Techniques ◽  
Effort Estimation ◽  
Estimation Model ◽  
Software Projects ◽  
Learning Techniques ◽  
Better Than

Until now, numerous effort estimation models for software projects have been developed, most of them producing accurate results but not providing the flexibility to decision makers during the software development process. The main objective of this study is to objectively and accurately estimate the effort when using the Scrum methodology. A dynamic effort estimation model is developed by using regression-based machine learning algorithms. Story point as a unit of measure is used for estimating the effort involved in an issue. Projects are divided into phases and the phases are respectively divided into iterations and issues. Effort estimation is performed for each issue, then the total effort is calculated with aggregate functions respectively for iteration, phase and project. This architecture of our model provides flexibility to decision makers in any case of deviation from the project plan. An empirical evaluation demonstrates that the error rate of our story point-based estimation model is better than others.

Conducting Simulator Training Effectiveness Studies: Lessons Learned in the F-16 SAMT Evaluation

1983 ◽  
Vol 27 (7) ◽  
pp. 627-631
Author(s):  
Jean A. Fitzpatrick ◽  
Rohn J. Hritz ◽  
Jennifer Smith
Keyword(s):  
Lessons Learned ◽  
Training Effectiveness ◽  
Simulator Training ◽  
Careful Planning ◽  
Military Organizations ◽  
Field Environment ◽  
Planning Strategies ◽  
Effectiveness Studies ◽  
The Military ◽  
Recent Evaluation

A recent evaluation of simulator training effectiveness encountered many difficulties associated with the military field environment. These problems arose despite careful planning. The experiences of this study provide useful lessons on various topics, including the following: obtaining equipment for evaluation purposes, scheduling the study, interacting with military organizations, and general planning strategies.

scholarly journals An Exploratory Study on Authentic Leadership Concept in Fostering Training Effectiveness in Commercial Banks of Bangladesh

2020 ◽  
Vol 2 (4) ◽  
pp. p1
Author(s):  
Shahin Akther
Keyword(s):  
Leadership Style ◽  
Commercial Banks ◽  
Authentic Leadership ◽  
Training Transfer ◽  
Training Effectiveness ◽  
Exploratory Research ◽  
Long Run ◽  
Leadership Behaviour ◽  
Bank Managers ◽  
Training Need

To train an organization’s staff results in qualified and knowledgeable performers and make them organizational assets by generating excellent leadership in the long run. A bank manager or leader understand the training gap of an employee and do the assessment according to the training need. Therefore, it is vital to pinpoint the training needs and ensure training effectiveness more than contemporary leadership behaviour of bank managers and trainers also. This study was conducted in the banks of Bangladesh to examine employee’s perception of the authentic leadership style of bank managers or senior officials, to evaluate the relationship between leaders (bank managers) & followers (bank employees) and relationship between authentic leadership style & training effectiveness. This is an exploratory research using qualitative approach with a sample size of 69 employees from commercial banks of Bangladesh. The study found that an authentic leaders or managers are more concern about training budget and training transfer than generic leaders.

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