Selection for participation in training and its potential effect on transfer: encouraging good practice

Gadeceau, Jean-François

doi:10.1111/j.1468-2419.2012.00398.x

Cited by 5 publications

(4 citation statements)

References 2 publications

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“…A leading reason trainees often fail to modify their behavior is their low motivation during the training process (Bauer et al ., ). Moreover, training is becoming more technical in content and selective with regard to whom receives training as a function of more nuanced talent management practices (Brown, ; Gadeceau, ), making individual differences in motivation a growing interest (Salas & Cannon‐Bowers, ). Thus, scholars have come to a consensus that trainee characteristics and motivation are, and continue to be, the most important antecedents to training transfer (Blume et al ., ; Colquitt et al ., ; Grossman & Salas, ; Mathieu et al ., ).…”

Section: Introductionmentioning

confidence: 99%

Effects of proactive personality and conscientiousness on training motivation

Roberts

Rogers

Thomas

et al. 2018

Int J Training Development

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Training transfer is a ubiquitous but frequently unmet goal of training initiatives amounting to billions of dollars lost annually and masses of under-skilled workers due to the lack of application of training content to their job. Although research supports the impact trainee proactive personality, conscientiousness and motivation have on training transfer processes, their interrelationships remain understudied. To fill this gap, we utilized data from a multinational sample of trainees and examined a conditional, indirect process model, where proactive personality interacts with conscientiousness to influence transfer intentions through their effects on motivation to learn. Our results suggest that trainee proactive personality positively influences transfer intentions partially through its influence on motivation to learn and that higher levels of conscientiousness weakens this relationship. Our findings provide further evidence supporting the importance of proactive personality and conscientiousness as factors that need to be accounted for in the design of talent development solutions.

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Section: Introductionmentioning

confidence: 99%

Effects of proactive personality and conscientiousness on training motivation

Roberts

Rogers

Thomas

et al. 2018

Int J Training Development

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“…Finally, our findings are relevant from an HRD assessment and selection standpoint (Gadeceau, ). A typical precondition for well‐designed training is a comprehensive needs assessment, including person analysis, which complements task and organization analyses (Goldstein & Gilliam, ; Tziner et al ., ).…”

Section: Discussionmentioning

confidence: 77%

Trainees' perceived knowledge gain unrelated to the training domain: the joint action of impression management and motives

Chiaburu¹,

Huang

Hutchins

et al. 2013

Int J Training Development

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Trainees' knowledge gains represent an important outcome in human resource development. In this research, we tested a model examining the joint influence of social desirability (impression management, self‐deception) and motives (need for power, need for approval) on trainees' self‐reported knowledge gain. We conducted a study with respondents who reported information related to individual differences and took a training program and reported their knowledge gain in domains that were both related and unrelated to the training program. Trainee unrelated knowledge gain was a function of the joint influence of individual predispositions (to impression manage or engage in self‐deception) and motives (need for power, approval). Our findings suggest that impression management and self‐deception are insufficient to influence respondents' reports of unrelated knowledge but do yield predictable patterns when examined with respondents' motives. We discuss these results and implications for human resource development research and practice.

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“…However, the fact that around half of the participants were community health extension workers (and one radiologist!) likely biased the results: they did not constitute the appropriate audience, which likely reduced their training self-efficacy and knowledge and skills retention [ 40 ]. Community health workers can play a critical role in preventing unsafe abortion and could have benefited from a curriculum that ensured better training utility and skills transfer.…”

Section: Discussionmentioning

confidence: 99%

Strengthening healthcare providers’ capacity for safe abortion and post-abortion care services in humanitarian settings: lessons learned from the clinical outreach refresher training model (S-CORT) in Uganda, Nigeria, and the Democratic Republic of Congo

et al. 2021

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Background Fragile and crisis-affected countries account for most maternal deaths worldwide, with unsafe abortion being one of its leading causes. This case study aims to describe the Clinical Outreach Refresher Training strategy for sexual and reproductive health (S-CORT) designed to update health providers’ competencies on uterine evacuation using both medications and manual vacuum aspiration. The paper also explores stakeholders’ experiences, recommendations for improvement, and lessons learned. Methods Using mixed methods, we evaluated three training workshops that piloted the uterine evacuation module in 2019 in humanitarian contexts of Uganda, Nigeria, and the Democratic Republic of Congo. Results Results from the workshops converged to suggest that the module contributed to increasing participants’ theoretical knowledge and possibly technical and counseling skills. Equally noteworthy were their confidence building and positive attitudinal changes promoting a rights-based, fearless, non-judgmental, and non-discriminatory approach toward clients. Participants valued the hands-on, humanistic, and competency-based training methodology, although most regretted the short training duration and lack of practice on real clients. Recommendations to improve the capacity development continuum of uterine evacuation included recruiting the appropriate health cadres for the training; sharing printed pre-reading materials to all participants; sustaining the availability of medication and supplies to offer services to clients after the training; and helping staff through supportive supervision visits to accelerate skills transfer from training to clinic settings. Conclusions When the lack of skilled human resources is a barrier to lifesaving uterine evacuation services in humanitarian settings, the S-CORT strategy could offer a rapid hands-on refresher training opportunity for service providers needing an update in knowledge and skills. Such a capacity-building approach could be useful in humanitarian and fragile settings as well as in development settings with limited resources as part of an overall effort to strengthen other building blocks of the health system.

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Selection for participation in training and its potential effect on transfer: encouraging good practice

Cited by 5 publications

References 2 publications

Effects of proactive personality and conscientiousness on training motivation

Effects of proactive personality and conscientiousness on training motivation

Trainees' perceived knowledge gain unrelated to the training domain: the joint action of impression management and motives

Strengthening healthcare providers’ capacity for safe abortion and post-abortion care services in humanitarian settings: lessons learned from the clinical outreach refresher training model (S-CORT) in Uganda, Nigeria, and the Democratic Republic of Congo

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