[Review] Collaborate: The Art of We

[Review] Collaborate: The Art of We

Date: 2012
Creator: Joshua-Gojer, Ashwini Esther
Description: Book review discussing "Collaborate: The Art of We," by Dan Sanker, published in 2012.
Contributing Partner: UNT College of Information
Call Number, Volume 70, Number 2, Fall 2011

Call Number, Volume 70, Number 2, Fall 2011

Date: Autumn 2011
Creator: University of North Texas. College of Information.
Description: Call Number is a twice yearly (spring and fall) magazine of the College of Information at the University of North Texas. The periodical contains information about professors, news in the departments, and the school's alumni.
Contributing Partner: UNT College of Information
Use of Phillips's five level training evaluation and ROI framework in the U.S. nonprofit sector.

Use of Phillips's five level training evaluation and ROI framework in the U.S. nonprofit sector.

Date: August 2007
Creator: Brewer, Travis K.
Description: This study examined training evaluation practices in U.S. nonprofit sector organizations. It offered a framework for evaluating employee training in the nonprofit sector and suggested solutions to overcome the barriers to evaluation. A mail survey was sent to 879 individuals who were members of, or had expressed an interest in, the American Society for Training and Development. The membership list consisted of individuals who indicated association/nonprofit or interfaith as an area of interest. Data from the survey show that training in the nonprofit sector is evaluated primarily at Level 1 (reaction) and Level 2 (learning). It also shows decreasing use from Level 3 (application) through Level 5 (ROI). Reaction questionnaires are the primary method for collecting Level 1 data. Facilitator assessment and self-assessment were listed as the primary method for evaluating Level 2. A significant mean rank difference was found between Level 2 (learning) and the existence of an evaluation policy. Spearman rho correlation revealed a statistically significant relationship between Level 4 (results) and the reasons training programs are offered. The Kruskal-Wallis H test revealed a statistically significant mean rank difference between "academic preparation" of managers with Level 3 evaluation. The Mann-Whitney U test was used post hoc and revealed ...
Contributing Partner: UNT Libraries
Call Number, Volume 69, Number 2, Fall 2010

Call Number, Volume 69, Number 2, Fall 2010

Date: 2010
Creator: University of North Texas. College of Information.
Description: Call Number is a twice yearly (spring and fall) magazine of the College of Information at the University of North Texas. The periodical contains information about professors, news in the departments, and the school's alumni.
Contributing Partner: UNT College of Information
Call Number, Volume 71, Number 1, Spring 2012

Call Number, Volume 71, Number 1, Spring 2012

Date: Spring 2012
Creator: University of North Texas. College of Information.
Description: Call Number is a twice yearly (spring and fall) magazine of the College of Information at the University of North Texas. The periodical contains information about professors, news in the departments, and the school's alumni.
Contributing Partner: UNT College of Information
Call Number, Volume 71, Number 1, Spring 2012

Call Number, Volume 71, Number 1, Spring 2012

Date: Spring 2012
Creator: University of North Texas. College of Information.
Description: Call Number is a twice yearly (spring and fall) magazine of the College of Information at the University of North Texas. The periodical contains information about professors, news in the departments, and the school's alumni.
Contributing Partner: UNT College of Information
Call Number, Volume 70, Number 2, Fall 2011

Call Number, Volume 70, Number 2, Fall 2011

Date: Autumn 2011
Creator: University of North Texas. College of Information.
Description: Call Number is a twice yearly (spring and fall) magazine of the College of Information at the University of North Texas. The periodical contains information about professors, news in the departments, and the school's alumni.
Contributing Partner: UNT College of Information
Improving learner reaction, learning score, and knowledge retention through the chunking process in corporate training.

Improving learner reaction, learning score, and knowledge retention through the chunking process in corporate training.

Date: December 2007
Creator: Murphy, Maureen
Description: The purpose of the study was to investigate the application of the chunking process to the design and delivery of workforce training. Students in a 1-hour course (N = 110) were measured on learner reaction, learning score achievement, and knowledge retention to see whether or not chunking training in a 1-hour session into three 20-minute sessions to match adult attention span resulted in a statistically significant difference from training for 1-hour without chunking. The study utilized a repeated measures design, in which the same individuals in both the control group and experimental group took a reaction survey instrument, a posttest after the training, and again 30 days later. Independent samples t tests were used to compare the mean performance scores of the treatment group versus the control group for both sessions. Cohen's d was also computed to determine effect size. All hypotheses found a statistically significant difference between the experimental and control group.
Contributing Partner: UNT Libraries
Rapid E-Learning Simulation Training and User Response

Rapid E-Learning Simulation Training and User Response

Date: May 2011
Creator: Rackler, Angeline
Description: A new trend in e-learning development is to have subject matter experts use rapid development tools to create training simulations. This type of training is called rapid e-learning simulation training. Though companies are using rapid development tools to create training quickly and cost effectively, there is little empirical research to indicate whether training created in this manner meets the needs of learners. The purpose of this study was to compare user responses to rapid e-learning simulation training to user responses receiving instructor-led training. The target population for this study was employees of a medium size private company in North America. Employees were divided into two groups and either received instructor-led training (comparison group) or received rapid e-learning simulation training (experimental group). The instrument used to measure user response was an adaptation of the technology acceptance model. Three variables were measured: training satisfaction, perceived ease of use, and perceived usefulness. Though no statistical significance was found between the two groups for training satisfaction and perceived usefulness, perceived ease of use was found to be statistically significant. Overall results fail to demonstrate the superiority of rapid e-learning simulation training over instructor-led training; however, this study indicates that rapid e-learning simulation training may ...
Contributing Partner: UNT Libraries
Measuring the Effectiveness of Transfer of Learning Constructs and Intent to Transfer in a Simulation-based Leadership Training Program

Measuring the Effectiveness of Transfer of Learning Constructs and Intent to Transfer in a Simulation-based Leadership Training Program

Date: May 2013
Creator: Hix, Joanne W.
Description: The purpose of business training programs is to improve performance, which improved performance changes leadership behaviors based on the knowledge, skills, and abilities (KSAs) learned in training. One of the most common criticisms of leadership training is the tendency to focus on teaching theory but not on applying theory into practice, that is, transfer of learning. Research usually ends at the point of identifying, describing, or measuring factors that influence transfer. Ongoing research must identify what constructs in the transfer of learning process should be effectively changed or managed. There is a gap in research on the degree to which performance improvement through KSAs learned in a simulation training program actually transfer to the work environment. Additional research is needed that examines the relationship between transfer of learning and intent to transfer, which are critical outcomes in the field of human resource management and development. The purpose of the study was to examine the relationship between intent to transfer and four constructs in the transfer of learning process during a simulation-based leadership training program. Participants completed self-report assessments that measured the relationships between intent to transfer and four constructs: ability, motivation, work environment, and learner readiness. A correlational design was ...
Contributing Partner: UNT Libraries
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