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人力资源与培训 — 研究报告
学习迁移模型: 基于调研成果发现的增加学习有效性的方法
众所周知，单靠一次培训不太可能明显地改变工 作绩效，因而为了确保员工技能的提升真正作用于组 织绩效的提升，许多不同的学习手段孕育而生。然而， 尽管很多学习手段都声称能够支撑学习效果向工作 绩效的转移，但鲜有调研对这些不同的学习手段的真 实效果进行比较。
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学习迁移模型: 基于调研成果发现的增加学习有效性的方法
众所周知，单靠一次培训不太可能明显地改变工 作绩效，因而为了确保员工技能的提升真正作用于组 织绩效的提升，许多不同的学习手段孕育而生。然而， 尽管很多学习手段都声称能够支撑学习效果向工作 绩效的转移，但鲜有调研对这些不同的学习手段的真 实效果进行比较。 了解更多
Impact of Learning Transfer on Global Effectiveness: Enhancing Worldwide Collaboration
This study examined the impact of learning transfer activities on the effectiveness of "Global Effectiveness," a learning program designed to teach skills to effectively communicate and build cross-cultural relationships. The study compared skill usage and performance impact between two groups, one group received only skill training (training only group) and the other received the skill training plus activities designed to support the transfer of learning to job performance (training plus transfer group). 了解更多
Impact of Manager Coaching on Learning Transfer
We reviewed literature from the past several years in search of rigorous studies that compared the impact of training seminars alone to training plus different forms of manager coaching. Overall, we found that if organizations fully prepared their managers by providing them with (a) the same training that their employees received and (b) training in an effective coaching process, the organization could increase the effectiveness of their learning transfer by more than 40%. 了解更多
