Factors affecting the transfer of learning to the workplace/Fatores que afetam a transferencia da aprendizagem para o local de trabalho/Factores que afectan la transferencia del aprendizaje para el lugar de trabajo
Training aims to respond to the needs of development of individuals and organizations (Grohmann & Kauffeld, 2013). Based on Holton model, we carried out a study seeking to identify and understand the factors involved in the process of learning transfer to the workplace from two different trainin...
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Published in | Revista de administração de emprêsas p. 188 |
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Main Authors | , , , |
Format | Journal Article |
Language | Portuguese |
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Fundacao Getulio Vargas
01.03.2015
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Abstract | Training aims to respond to the needs of development of individuals and organizations (Grohmann & Kauffeld, 2013). Based on Holton model, we carried out a study seeking to identify and understand the factors involved in the process of learning transfer to the workplace from two different training actions on the design and skills. The study took place at a Portuguese organization and involved 98 participants. Former students were interviewed with the purpose to explore the factors that facilitated or hindered the learning transfer, and the Inventory of the Portuguese version of the Learning Transfer System (Holton, Bates, Seyler & Carvalho, 1997; Velada & Caetano, 2009) was applied. The results suggest that the Holton model (2005) shows that the trainees have identified important issues for learning transfer and that there are differences in relation to the transfer factor pursuant to the type of training. KEYWORDS | Learning, transfer, training, assessment, human resources management. O treinamento visa responder as necessidades de desenvolvimento das pessoas e das organizacoes (Grohmann & Kauffeld, 2013). Baseado no modelo de Holton, realizou-se um estudo que procura identificar e compreender os fatores envolvidos no processo de transferencia de aprendizagem para o posto de trabalho de duas acoes de treinamento distintas quanto ao design e as competencias. O estudo decorreu numa organizacao portuguesa e envolveu 98 participantes. Realizaram-se entrevistas com ex-formandos com o objetivo de explorar os fatores que facilitaram ou dificultaram a transferencia das aprendizagens e aplicou-se o Inventario do Sistema de Transferencia da Aprendizagem, versao portuguesa (Holton, Bates, Seyler & Carvalho, 1997; Velada & Caetano, 2009). Os resultados sugerem que o modelo de Holton (2005) mostra o que os treinandos identificaram como importante para a transferencia da aprendizagem e que ha diferencas em relacao aos fatores de transferencia de acordo com o tipo de treinamento. PALAVRAS-CHAVE | Aprendizagem, transferencia, formacao, avaliacao, gestao de recursos humanos. El entrenamiento visa responder a las necesidades de desarrollo de las personas y de las organizaciones (Grohmann & Kauffeld, 2013). Basado en el modelo de Holton, se ha realizado estudio que busca identificar y comprender los factores envueltos en el proceso de transferencia de aprendizaje para el puesto de trabajo de dos acciones de entrenamiento distintas cuanto al design y a las competencias. El estudio se ha sucedido en una organizacion portuguesa y envolvio 98 participantes. Se realizaron entrevistas con ex-alumnos con el objetivo de explorar los factores que facilitaron o dificultaron la transferencia de los aprendizajes y se ha aplicado el Inventario del Sistema de Transferencia del Aprendizaje, version portuguesa (Holton , Bates, Seler & Carvalho, 1997; Velada & Caetano, 2009). Los resultados sugieren que el modelo de Holton (2005) muestra lo que los entrenados identificaron como importante para la transferencia del aprendizaje y que hay diferencias en relacion a los factores de transferencia de acuerdo con el tipo de entrenamiento. PALABRAS-CLAVE|Aprendizaje, transferencia, formacion, evaluacion, gestion recursos humanos. |
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AbstractList | Training aims to respond to the needs of development of individuals and organizations (Grohmann & Kauffeld, 2013). Based on Holton model, we carried out a study seeking to identify and understand the factors involved in the process of learning transfer to the workplace from two different training actions on the design and skills. The study took place at a Portuguese organization and involved 98 participants. Former students were interviewed with the purpose to explore the factors that facilitated or hindered the learning transfer, and the Inventory of the Portuguese version of the Learning Transfer System (Holton, Bates, Seyler & Carvalho, 1997; Velada & Caetano, 2009) was applied. The results suggest that the Holton model (2005) shows that the trainees have identified important issues for learning transfer and that there are differences in relation to the transfer factor pursuant to the type of training. KEYWORDS | Learning, transfer, training, assessment, human resources management. O treinamento visa responder as necessidades de desenvolvimento das pessoas e das organizacoes (Grohmann & Kauffeld, 2013). Baseado no modelo de Holton, realizou-se um estudo que procura identificar e compreender os fatores envolvidos no processo de transferencia de aprendizagem para o posto de trabalho de duas acoes de treinamento distintas quanto ao design e as competencias. O estudo decorreu numa organizacao portuguesa e envolveu 98 participantes. Realizaram-se entrevistas com ex-formandos com o objetivo de explorar os fatores que facilitaram ou dificultaram a transferencia das aprendizagens e aplicou-se o Inventario do Sistema de Transferencia da Aprendizagem, versao portuguesa (Holton, Bates, Seyler & Carvalho, 1997; Velada & Caetano, 2009). Os resultados sugerem que o modelo de Holton (2005) mostra o que os treinandos identificaram como importante para a transferencia da aprendizagem e que ha diferencas em relacao aos fatores de transferencia de acordo com o tipo de treinamento. PALAVRAS-CHAVE | Aprendizagem, transferencia, formacao, avaliacao, gestao de recursos humanos. El entrenamiento visa responder a las necesidades de desarrollo de las personas y de las organizaciones (Grohmann & Kauffeld, 2013). Basado en el modelo de Holton, se ha realizado estudio que busca identificar y comprender los factores envueltos en el proceso de transferencia de aprendizaje para el puesto de trabajo de dos acciones de entrenamiento distintas cuanto al design y a las competencias. El estudio se ha sucedido en una organizacion portuguesa y envolvio 98 participantes. Se realizaron entrevistas con ex-alumnos con el objetivo de explorar los factores que facilitaron o dificultaron la transferencia de los aprendizajes y se ha aplicado el Inventario del Sistema de Transferencia del Aprendizaje, version portuguesa (Holton , Bates, Seler & Carvalho, 1997; Velada & Caetano, 2009). Los resultados sugieren que el modelo de Holton (2005) muestra lo que los entrenados identificaron como importante para la transferencia del aprendizaje y que hay diferencias en relacion a los factores de transferencia de acuerdo con el tipo de entrenamiento. PALABRAS-CLAVE|Aprendizaje, transferencia, formacion, evaluacion, gestion recursos humanos. Training aims to respond to the needs of development of individuals and organizations (Grohmann & Kauffeld, 2013). Based on Holton model, we carried out a study seeking to identify and understand the factors involved in the process of learning transfer to the workplace from two different training actions on the design and skills. The study took place at a Portuguese organization and involved 98 participants. Former students were interviewed with the purpose to explore the factors that facilitated or hindered the learning transfer, and the Inventory of the Portuguese version of the Learning Transfer System (Holton, Bates, Seyler & Carvalho, 1997; Velada & Caetano, 2009) was applied. The results suggest that the Holton model (2005) shows that the trainees have identified important issues for learning transfer and that there are differences in relation to the transfer factor pursuant to the type of training. |
Audience | Academic |
Author | Silva, Isabel Caetano, Antonio Silva, Maria Joao Veloso, Ana Luisa De Oliveira Marques |
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Title | Factors affecting the transfer of learning to the workplace/Fatores que afetam a transferencia da aprendizagem para o local de trabalho/Factores que afectan la transferencia del aprendizaje para el lugar de trabajo |
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