Auto Evaluations of Distance Management Training in a Federal Autarchy

Abstract

It is not allowed the use for commercial purposes. Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais. ABSTRACT Purpose: The self-evaluation of management training had the objective of verifying the influence of the learning support and of the management training offered to managers of a Brazilian federal autarchy on the expression of competences required for the performance of their duties. originality/value: To reach this objective, the hypothesized theoretical model of research was elaborated having as variables the criteria of training impacts in the labor, measured both in depth and in amplitude, measured on what was the importance and contribution of two evaluated courses for the acquisition and expression of management-labor skills. Design/methodology/approach: Regarding the methodology, two courses were offered in the distance modality, in this autarchy, which dealt with strategic management and teams. Data collection was performed at a distance. The final sample (N = 291) was predominantly male, between 31 and 50 years old, and with complete graduate education. Findings:The results showed a valid and construct evidence for the used measures, as well as pointed out that learning support was an important predictor in the final empirical models. Having a constant investment in actions to improve learning support in the organizational environment, such managers can apply in their routines the skills acquired in a training situation, in a more persistent, impactful and aligned with the strategic objectives of the autarchy. KEYWORDSImpact of training at work. Support to learning. Organizational competences. Training results. People management.Auto evaluations of distance management training in a federal autarchy 3

Evaluation of a Training Program for Credit Union Counselors

“…The instrument used to describe the training program was the Theoretical Model presented in Figure 1, which allowed the investigation of issues related to context, inputs, activities, products, and results. This theoretical model was elaborated based on the Logical Model (Damasceno et al, 2012;McLaughlin & Jordan, 2010;Souza et al, 2017) associated with theories of instructional design (Abbad et al, 2006;Borges-Andrade, 2002) and summative evaluation models, especially, the IMPACT Evaluation Model (Abbad et al, 2006;Richter, 2018).…”

“…Traditional evaluation models are based on results, among them, the Kirkpatrick model (1976), with four levels of assessment (reaction to training, learning, behavior in the position, and results), is the most used. The summative and integrated evaluation models in TD&E are based on the approach of instructional systems and were developed to evaluate not only the results but all variables that could interfere and predict the expected training effects (Borges-Andrade, 2002;Richter, 2018).…”

“…Among the integrated models, the Modelo Integrado de Avaliação do Impacto do Treinamento no Trabalho (Richter, 2018;Seidl, Leandro-France, & Myrtle, 2018).…”

“…On the other hand, the learning evaluation should refer to the degree of assimilation and retention of content taught in the course (Borges-Andrade, 2002). The intermediate outcomes ( 6) consist of the effects of training on training performance and can be measured through the influence evaluation of the training at work (F) (Richter, 2018;Seidl et al, 2018).…”