Evaluation of learning, reaction and impact of corporate training at work

Araujo, Maria Cecília dos Santos Queiroz de; Abbad, Gardênia da Silva; Freitas, Thais Rodrigues de

doi:10.1590/0102.3772e35511

Cited by 5 publications

(13 citation statements)

References 25 publications

(61 reference statements)

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“…Finally, as a result of the study and search for evaluation techniques to perceive the development of the specific core competence, identified as a gap after the learning path has been covered, there is a proposal for impact indicators in the categories: Level (individual or organization), Measurement Complexity (depth and or breadth), Data Collection Instrument (questionnaire or document analysis), Data Collection Source (manager or colleagues) and Observed Impacts (improving competence or advances and achievements) ( 18 ) .…”

Section: Resultsmentioning

confidence: 99%

“…Depth refers to advances in the performance of activities related to the objectives and contents taught (core competences) and impact on work. On the other hand, the amplitude refers to the positive effects in other activities not directly related to the objectives and contents taught ( 18 ) .…”

Section: Resultsmentioning

confidence: 99%

“…In the case of Level of Assessment of the impact on the individual, a questionnaire is suggested to measure the Complexity of the Measure regarding depth (first six questions) and breadth (last six questions), to be applied after the manager meets the learning path, with a total of 12 questions with answers structured on a Likert scale of agreement ( 18 ) .…”

Section: Resultsmentioning

confidence: 99%

“…The contribution of the fourth stage is also related to the assessment techniques for perceiving the development of the specific core competence identified as a gap. It is considered important to evaluate the results of the impact of learning activities by the individual, in the feedback for the proper improvement of the model and for the organization, in ensuring that the efforts expended are being effective to the disposition ( 18 ) .…”

Section: Discussionmentioning

confidence: 99%

“…As a learning proposal, options can be individualized according to the aspirations and preferences of each manager, that is, some of the options that can compose learning trails to develop the specific core competence pointed out as a gap (1) , participate in risk management plans disasters in the face of natural, technological and biological threats to mitigate their effects (DO2CO11), are: or advances and achievements) (18) .…”

Section: General Core Competence VIImentioning

confidence: 99%

See 4 more Smart Citations

Contributions of the Simplified Competency Management Model to a Municipal Health Secretariat

Albini¹,

Peres

Almeida

2021

Rev. Latino-Am. Enfermagem

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Objective: to present the contributions of the Simplified Competency Management Model in a municipal health secretariat. Method: research of integrated mixed methods of exploratory-descriptive type. The model was applied in a southern Brazilian city, in the following stages: documentary, questionnaire, mapping of gaps and educational proposal. Results: in the first stage, after documentary research, a total of 14 general core competences were described and a questionnaire with specific core competences was chosen, with confirmation of correlation among them; in the second stage, the importance and expression competence at work degrees were obtained, after the questionnaires were filled out by 74 municipal public health managers; in the third one, a formula was adopted for the training priority degree and its classification; the fourth stage presented an educational proposal for the development of one of the competences with the highest priority degree. Conclusion: the model brings contributions by describing general core competences, after documentary research; carrying out the correlation between a questionnaire, containing specific core competences with the general ones; by mapping gaps; and by the proposal of learning trails for the development of competences.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: General Core Competence VIImentioning

confidence: 99%

See 3 more Smart Citations

Contributions of the Simplified Competency Management Model to a Municipal Health Secretariat

Albini¹,

Peres

Almeida

2021

Rev. Latino-Am. Enfermagem

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Trainees’ aversions of employee training programs

Andoh

Annan-Prah

Owusu

et al. 2022

EJTD

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Purpose Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation, as it is a neglected area of research. More so, when trainee reactions to training are poor, human resource managers together with learning and development professionals are able to improve on training programs. Nonetheless, no study has focussed on the aversions of trainees to training, and so this study aims to investigate the aversions of trainees regarding employee training. Design/methodology/approach This study uses the exploratory research design and obtains data from trainees in an online survey using an open-ended question. Thematic text analyses of the statements of 118 respondents are performed using a two-level coding process. Findings A total of 15 first-level codes are identified from the texts and categorized into five second-level codes. Further analyses culminate in the identification of two broad themes; trainers’ presentation aversions and organization of training aversions. Practical implications Attention must be given to the aversions of trainees in the training evaluation literature. This is because of the considerable amount of information that can be generated and based on that, identify the weaknesses inherent in employee training programs and ultimately improve this critical human resource function within organizations. In attending to the trainee aversions, the least and most reported should be resolved holistically for training objectives to be achieved. Originality/value Trainee reaction studies are scarce in the training literature. In addition, most of the existing trainee reaction studies focus on satisfaction while using closed-ended questionnaires. To the best of the authors’ knowledge, this is the first study that focuses on the aversions of trainees and which uses an open-ended question.

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Implementation of Group Interpersonal Psychotherapy in primary care

et al. 2022

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OBJECTIVE To show the implementation process of IPT-G in primary care, including facilitating and obstructing factors, implementation strategies, and training and supervision of primary care professionals. METHODS Quantitative (cross-sectional and longitudinal) analysis of pre and post-knowledge tests; qualitative analyses of the training courses; patient recruitment; conduction of IPT-G sessions; supervision of IPT-G therapists; application of a semi-structured questionnaire to assess, investigate, and develop strategies against the identified barriers. RESULTS About 120 clinicians answered the pre-test; 84 completed the post-test. Pre- and post-test scores of IPT-G knowledge were significantly different. Twenty initially trained clinicians completed additional supervision in IPT-G. Qualitative analysis identified twelve barriers and six facilitators to IPT-G implementation in individual, organizational, and systemic contexts. CONCLUSIONS Implementation of IPT-G in primary care is a complex process with several steps. In the first step, health professionals were successfully trained in IPT-G. However, subsequent steps were more complex. Therefore, careful planning of IPT-G implementation is essential to maximize the success of this innovation.

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Evaluation of learning, reaction and impact of corporate training at work

Cited by 5 publications

References 25 publications

Contributions of the Simplified Competency Management Model to a Municipal Health Secretariat

Contributions of the Simplified Competency Management Model to a Municipal Health Secretariat

Trainees’ aversions of employee training programs

Implementation of Group Interpersonal Psychotherapy in primary care

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