The
linearity and causality implied within the taxonomy (for instance,
the assumption that passing a test at Level 2 will result in improved
job performance at Level 3) masks the reality of transferring
training into measurable results. Many factors enable — or hinder —
the transfer of training to on-the-job behavior change, including
support from supervisors, rewards for improved performance, culture
of the work unit, issues with procedures and paperwork, and political
concerns
Contents contributed and discussions participated by Dianne Rees
Data Wrangler - 1 views
Better World Flux - where progress flows - 3 views
Education - Factual - 2 views
Places and Spaces :: Mapping Science - 1 views
Orange - Data Mining Fruitful & Fun - 0 views
patternBrowser - 0 views
Data Visualisation References « CrisisMaven's Blog - 0 views
GunnMap 2 - 1 views
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Another visualization tool
Dazzled by visualizations? Put on the X-ray glasses! | Instructional Design Fusions - 1 views
Nuts and Bolts: How to Evaluate e-Learning by Jane Bozarth : Learning Solutions Magazine - 3 views
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Robert Brinkerhoff takes a systems view of evaluation of training, believing it should focus on sustained performance rather than attempting to isolate the training effort:
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learn best from the outliers
- ...4 more annotations...
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Evaluating training: some alternatives to the Kirkpatrick method
Learning and health analytics: some common themes | Instructional Design Fusions - 1 views
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My take on this week's readings and webinar
7 Things You Should Know About Analytics - 1 views
Dianne Rees
Dianne Rees is a writer and instructional designer at Atomic Meme (http://www.atomicmeme.com).