¿Planeamos la formación continua para ser transferida? Descripción de un instrumento para el análisis del diseño de la transferencia.

  1. Granado Alonso, Cristina
  2. Puig Gutiérrez, María
  3. Aguilar Gavira, Sonia
Journal:
Hekademos: revista educativa digital

ISSN: 1989-3558

Year of publication: 2012

Issue: 12

Pages: 53-60

Type: Article

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Abstract

Professional training system in Spain has lived a very great development in its quantitative dimension in the last three decades. But, nowadays, it is necessary to focus on its qualitative development, that is, in its effectiveness and improvement. So that, we believe it is necessary to analyze to what extent training design and delivery of organizational training programs take into account those factors that increase the likelihood of transfer the training to the job, as Human Resource Development research has pointed out. Transfer design refers to the degree to which training has been designed and delivered in such a way that provides trainees the ability to transfer effectively learning (knowledge, skills and attitudes) back to the job in a sustained way. Researches about training effectiveness have pointed out a lot of variables that likely influence training outcomes. These effectiveness variables are typically studied in three broad categories: individual, organizational and training characteristics. We have focused on this last category for building our questionnaire. This instrument, we describe in this paper, will be used for analysing organization training programs transfer design. In particular, we are going to study specifically training programs designed and delivered by Instituto Andaluz de Administraciones Públicas, a regional administration department that is responsible for training of public administration employees in Andalusia. This questionnaire is focused on instructional techniques and learning principles used by trainers. This study will serve as a previous diagnosis that allows us to propose improvements.

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