| Pub. Date | : Jan, 2019 |
|---|---|
| Product Name | : The IUP Journal of Knowledge Management |
| Product Type | : Article |
| Product Code | : IJKM11901 |
| Author Name | : Alonso Perez-Soltero, Carlos Aguilar-Bernal, Mario Barcelo-Valenzuela, Gerardo Sanchez-Schmitz, Angel Luis Meroño-Cerdan and Rene Daniel Fornes-Rivera |
| Availability | : YES |
| Subject/Domain | : Management |
| Download Format | : PDF Format |
| No. of Pages | : 34 |
This paper aims to analyze the involved variables in training evaluation through an extensive analysis of the different methodologies or models used in training evaluation and the characterization of all the involved elements during knowledge transfer by training process. It also provides an approach to the solution of evaluation problems through the integration of tools to create custom-made models for each organizational need. 35 training evaluation models and methodologies were identified in the literature. The most popular type of evaluation is the summative evaluation with 60%, followed by the confirmative evaluation with 43%, and formative evaluation with 29%. In combination, 40% of the proposals consider a summative-confirmative evaluation and 26% consider a summative-formative combination. The most popular tool to evaluate training courses is the questionnaire with 57%, followed by interviews with 31%. Additionally, it was found that there are very few integrative training evaluation methodological proposals.
One of the main pillars in the search to innovate and create new knowledge is the development of the human resource through training courses. In the past, training courses have been classified as one of the most popular knowledge transfer methods (Brennenraedts et al., 2006; Bekkers and Bodas Freitas 2008; and Arnold et al., 2012). Even though knowledge transfer is a very popular topic and has been studied, there are some gaps to attain a full comprehension. And yet, there is no full understanding of knowledge transfer and how the influencing factors get to affect its results (Zhao and Anand, 2009). Specifically, in the field of training courses, the transfer of knowledge has become a current activity in the planning and operations of all organizations, in which organizations have also invested plenty of money (ATD Research, 2016).