ABSTRACT

The present study aimed at contributing to the science-practice gap regarding the application of evidence-based actions for maximising training effectiveness in corporate practice. Training and development professionals employed at companies from diverse branches of industry and among the best employers in Germany were assessed cross-sectionally regarding actions that foster transfer separately for e-learning and classroom training. Results showed that actions for maximising training effectiveness were almost always implemented in both training settings, especially before and during training. However, after training, such actions were least implemented in both training settings. Moreover, fewer actions were implemented in e-learning compared with classroom training settings before, during, and after training. Although companies implemented transfer-supportive actions to a great deal, we emphasise that there is room for improvement in corporate practice, especially in meeting the needs of older workers and evaluation training at multiple levels.

摘要

本研究旨在弥补科学证据方面的差距，即在运用证据为基础的行动中最大限度地提高企业实践中的培训效果。分别评估了促进在电子学习和课堂培训中转移培训的行动，对来自各行各业公司以及德国最佳雇主中的培训和发展专业人员进行了跨部门评估。结果表明，在两种培训环境中（尤其是在培训之前和期间）几乎总是执行使培训效果最大化的措施。但是，在训练之后，在两种训练环境中最少执行此类动作。此外，与培训之前，培训中和培训之后的课堂培训设置相比，在电子学习中执行的动作更少。