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1.
The study contributes to training evaluation research by systematically comparing training outcomes between corporate e-learning and classroom training. We investigated a sample of vocational trainees (N?=?86) in a field experiment with a time-lag design and examined their subjective as well as objective training success. While training success was subjectively perceived to vary in effectiveness depending on the setting right after the training, with higher scores for trainees in classroom training, it was perceived similarly effective in both training settings after six to eight weeks. With regard to objective training success, we found that whereas declarative and procedural knowledge scores increased for e-learning trainees, they decreased for trainees in classroom training. However, strengths of e-learning become more prevalent six to eight weeks after the training. Thus in the end, e-learning is as effective as classroom training for procedural knowledge and more effective than classroom training for declarative knowledge as e-learning trainees catch up on previous differences across time. We conclude that it is not the training setting or delivery media per se that leads to higher levels of trainings success in the long run but in order to be effective, trainings should be designed taking especially the type of learning content (declarative or procedural knowledge) into account. 相似文献
2.
行车指挥系统实训基地是加强学生实践动手能力训练的重要平台,是实现"理实一体化"教学的重要手段,是提高学生综合素质和就业率的重要途径。高职行车指挥系统实训基地要立足于在校内实训的环境,在实训基地的规模选择、适用范围、设计原则、设计方案研究中,要充分考虑铁路运输、城市轨道交通行业的特点,实现"理实一体化"的教学目的。 相似文献
3.
The number of educational programs for older adults is increasing. It has been proposed that older adults maintain or increase their subjective well‐being by participating in such programs. Indeed, many educational programs targeted for older adults have objectives that deal with enhancing subjective well‐being. However, program evaluations that assess the subjective well‐being of participants are infrequent. A literature search located only seven research reports including data on the impact of educational programs on the subjective well‐being of older adults. The studies mostly were pre‐experimental, contained a variety of outcome measures, and yielded inconclusive results. In this paper, we discuss a global and multidimensional perspective of subjective well‐being encompassing the constructs of happiness, morale, and life satisfaction by specifying their location on temporal, cognitive, and affective dimensions. We also point out that current scales used to assess these constructs may be inappropriate, because the content of specific items may be inconsistent with program objectives. Recommendations are offered, in terms of measurement and research design issues, for upgrading the evaluation of educational interventions targeted for older adults. 相似文献
4.
Martin Tessmer 《Performance Improvement Quarterly》1994,7(1):3-18
Traditional formative evaluation methods and tools have a documented history of successful use. Expert, one-to-one, small group, and field-test methods have been used for decades. However, changes in design practice, technology, and lately, in theory, have resulted in alternative evaluation methods that are not as well-known in current design literature. These methods can be used to complement or replace traditional evaluation methods in a formative evaluation project. Some of these alternative methods use different groupings of experts or learners, while others use different evaluation questions or technologies. This article explains each of these formative evaluation alternatives and outlines their advantages, disadvantages, and applicable contexts. 相似文献
5.
钟志强 《现代远程教育研究》2012,(2):90-96
当前教师教育技术能力培训注重以＂知识掌握程度＂为标准的总结性评价,缺乏关注过程的形成性评价,这制约了教育技术培训研究的发展。电子档案袋能连续记录培训学习的过程,联系实际情境,促进教师反思,实现自评和他评相结合,这正好弥合了现有评价体系的弊端。电子档案袋评价量规主要包括学习活动、作业媒体和反思评价三个维度。应用概化理论深入分析测评量规的总体信度和各维度的信度,分析认为电子档案袋测评量规基本满足中小学教师教育技术能力培训形成性评价的要求。通过多元潜变量增长曲线模型对电子档案袋中的评价数据进行个体发展趋势和个体间差异的分析,结果显示学员的初始成绩和增长速度存在正相关,且存有个体间差异。 相似文献
6.
The purpose of this qualitative study is to form a grounded theory of the process of long‐term transfer. Eight physicians were interviewed to discover if, years later, they had used what they were taught in a faculty development training program. We found that these autonomous professionals continued to apply the teaching ideas they learned. Each, in a personal way, chose to use varied ideas in different ways in several contexts. They applied ideas using intellectual skills such as planning and analyzing. They continued their applications because they perceived supportive work conditions and positive consequences. In sum, over the long term, physicians acquired knowledge and mental skill, chose to use them, and attempted application. They reflected on outcomes, decided to reuse or revise, and tried again. Thus, the process of long‐term transfer was learning to use and learning from use. We examine implications for research and training. 相似文献
7.
Surveys have consistently shown that training evaluation is not as widely utilized as many think it should be. This study sought to determine the extent to which technical training, which is often thought to be easier to evaluate but has not been studied, utilizes accepted evaluation techniques. A survey was sent to a random sample of 334 members of the ASTD Technical and Skills Training Professional Practice Area, resulting in a usable response rate of 35%. Data were gathered on the types and methods of evaluation used, reasons for not evaluating, organizational training practices, and selected demographic information. The results showed that technical training evaluation practices were essentially the same as those reported for training in general. Furthermore, an examination of historical benchmarks showed that evaluation practices have not changed much in the last forty years. These findings suggest the need for a new research agenda on organizational training decision‐making processes. 相似文献
8.
9.
教师专业发展培训正日益受到相关部门重视,但培训效果却缺少说服力。这导致颇多微词。因此,非常有必要对教师培训活动的效果进行科学准确的评价,拿出令人信服的评价结果以正视听。首先,要辨正培训质量的概念,区分培训质量与培训效果,而培训效果的核心即目标达成度;其次,要以具体清晰、可衡量可检测的培训目标的预设为基础;再次,要做好评价样本的选择分类,将培训效果的评价指向"主动学习型"参训教师;最后,要做好评价方法的设计与评价结果的分析,评价方法主要包括呈现评价、应用评价及变量分析。 相似文献
10.
教学本位的坚守、教师角色的认同、教学与科研的共融,迫切要求青年教师提升教学能力。实践性培训项目匮乏是当前教学能力培训质量难以提升的原因之一。问题意识凸显、模拟情景构建、适度评价设置,阐释了教学培训范式的逻辑理路。高校应着眼于体验式学习理论视角,以打造具体体验的课程为主,以教学观摩、教学研讨、教学诊断、教学准入、课堂实践为实践培训五维度,重塑实践与理论和谐有度的培训范式。 相似文献
11.
何美珑 《上海师范大学学报(哲学社会科学版)》2008,37(1):32-36
校本研训中的课堂教学评价着眼于教师的专业发展和长远的教学效益提高,评价重点关注教师教的发生情景和教师组织、实施课堂教学的专业素养、专业行为。校本研训中的课堂教学评价以促进学生的有效学习为基准,倡导建立新型的教学评价文化,依据不同的对象、场合,立足整体、立足长远、关注细节、关注多元。 相似文献
12.
Susan R. Wiebenga 《Performance Improvement Quarterly》2005,18(4):19-36
ABSTRACT The use of games in corporate training began in the 1950s. In subsequent years the use of games has increased, while the look and feel of the games being used has evolved. Unfortunately, very little research regarding the effectiveness of games as a training tool has been conducted; and, the research conducted often yields conflicting results. The purpose of this paper is to provide guidelines for the selection, use and evaluation of games in business training. A brief historical overview of the use of games in training, including the perceived benefits and concerns regarding their use, addresses the need for guidelines for selection, use and evaluation of games in training. The guidelines were developed using adult learning theory and transfer of learning theories as a foundation. The potential uses and utility of the guidelines are followed by a concluding section as to how they can be applied to selection, usage and evaluation of games in training. 相似文献
13.
Beatrice Avalos 《Teaching and Teacher Education》1985,1(4):289-299
This article reviews some teacher-related research in British and North American contexts and examines its trends in relation to research on teaching found in third world or developing country situations. Its specific aim is to look at findings relevant to the design of pre- and inservice training programmes. A model for teacher training is presented and used as a framework for assessing the contributions of research on initial awareness, presentation, practice and feedback, and coaching. In conclusion, the promise of ethnographic work and the harsh problems of the context of teaching are discussed. 相似文献
14.
中小学校长培训研究范式是支撑培训研究发展的．所有研究者共同遵循的研究规则及其在研究中的运作模式。当前校长培训研究范式意识淡薄,研究长于经验描述,思辨色彩浓厚,缺乏实证研究且研究成果移植和引介的居多。推进培训理论创新,转换研究范式就要确立主客观统一,理论与实践紧密结合的研究价值取向;完善知识体系结构,实现系统、统一的理论建构;尊重差异,实现研究方法的多维融合。 相似文献
15.
Ge´rard Bonnet 《Assessment in Education: Principles, Policy & Practice》2004,11(2):179-191
Given the new European institutional environment for education and training, policy and methodology for evaluation have become closely interwoven and stakes have been raised. This emerging situation calls for a robust reappraisal of existing comparative evaluation data and systems in the light of the perceived needs of European countries and of the specificity of European policies. Educational evaluation in Europe is not meant to compare results in the usual sense of the word but rather to help set global policy objectives and provide data to see if those are reached within national contexts. Is it really possible to do this without developing a 'unified' European understanding and methodology of evaluation? To what extent can existing national and international data be used for the purpose, knowing that in some instances they measure aspects of education which are either not relevant for or are contrary to the educational objectives of the construction of the Union? What are the alternatives? What are the consequences for education and for assessment research in Europe? 相似文献
16.
Theodore Lewis 《Performance Improvement Quarterly》1996,9(1):3-22
A model for thinking about training evaluation is proposed. The model consists of context and process factors on the one hand, and outcome factors on the other. Among context and process factors are basis of training, purpose of training, unit of productivity, data sources, kind of training, who is trained, and costs of training. Outcome factors include employee, customer, and corporate aspects. Assumptions of the model include a) that both corporatist and humanistic conceptions of training are to be viewed as valid, and b) that the term training is constrictive and probably should be replaced by the term education, which is more elastic. An impetus for the model is that work and workplaces are changing. How knowledge, skills, and orientations toward evaluation are utilized must be viewed somewhat more expansively than might have been appropriate under work conditions in “Tayloristic” times. 相似文献
17.
Betty Collis Jef Moonen & Jolanda Vingerhoets 《British journal of educational technology : journal of the Council for Educational Technology》1997,28(3):199-217
Increasing the options available to the learner as to when, how, where, with what materials, and what he or she learns is becoming increasingly important, not only for personal and educational reasons but also for economic motivations. Increasing the flexibility of training for persons already in the work force is seen as particularly appropriate, and telematics applications are expected to have particular value in facilitating more-flexible course delivery in training and workplace contexts. In this analysis we consider the concept "flexibility of training" in more detail, decomposing it into a series of, sometimes incompatible, dimensions and presenting some propositions as to likelihood of the different flexibility dimensions becoming implemented in practice. The study of flexibility relative to trans-national tele-learning is illustrated through its central role in the research component of the TeleScopia Project, sponsored by the Commission of the European Community. 相似文献
18.
Catherine M. Sleezer Denise Cipicchio Denise Pitonyak 《Performance Improvement Quarterly》1992,5(4):55-75
One barrier that human resource managers may face in evaluating their training programs is lack of expertise in how to customize and implement an evaluation model. Using a case study approach, we conducted a research study to document the process and results of customizing and implementing a training program evaluation model in an organization. In this article, we describe the steps that the HRD managers in one organization used to customize and implement the Training Effectiveness Evaluation (TEE) model (Swanson & Sleezer, 1987), and the decisions and actions that were required to move from the model to actual practice. We also describe how the decisions and actions in implementing the model influenced the evaluation results. When the project began, the HRD managers lacked expertise in customizing and implementing an evaluation model. By the end of the project, they had overcome this barrier and gained new skills. They had learned to use the tools of the TEE model and had customized the model to meet the needs of their organization. 相似文献
19.
Program evaluation involves a systematic process to collect and convert data into information which is used to improve programs, measure their effects, track quality, act on results, and improve decision making. Beginning in 1992, the LG Group of Korea was involved in an instructional systems development (ISD) training program for its human resource development professionals in cooperation with Indiana University. The LG ISD training program stressed that learning instructional design theories and practices would make LG more effective in global competition. The purposes of the research reported in this article were to evaluate the effectiveness of the ISD training program in terms of transfer of training and to gain information on how to improve future training programs. The findings of the study support the goals that were established for the ISD training program. The program participants are more confident and competent in using the ISD process for analyzing needs for performance improvement and designing and developing quality training products. The article suggests ways of solving barriers to transfer training and evaluation and improving future programs. 相似文献
20.
This study qualitatively explored the process of student environmental identity development (sEID) within the highly social and structured context of elementary school science. Social practice theory was used as the lens to distinguish the dimensions of sEID that were visible during a curriculum-based, in-school program focused on the issue of pollution. Student narratives, collected from small group interviews and reflective journals, were prioritized to capture the process of students in context identifying as “being for the environment.” Data collected from 35 grade six students were qualitatively coded, a network diagram was used to visualize the relationships in the data, and a research vignette was constructed. Eight dimensions were recognized as contributing to sEID; the opportunity to be an environmental actor with peers, increased awareness of environmental threat, emotional responses, self-recognition for environmental action, perceived agency, changed behavior across social contexts, social recognition for identity actions, and personal meaning. While many of these dimensions have been directly or indirectly discussed in the research on adult environmentalists, shifting the emphasis from group membership to the individual student in context led to the addition of two dimensions—personal meaning and emotional responses. Recognizing the eight dimensions of sEID is an important contribution to the literature as students engaging in environmental action as a requirement of school is distinct from the existing research. Identifying the dimensions of sEID can support the intentional design of learning sequences that foster environmental identities in school and beyond. 相似文献