Software training research indicates that some end-users do not subsequently transfer learned skills to their jobs. Yet, money, time and effort continue to be invested in formal software training. The three dimensional view presented in this article demonstrates that although the reasons for non-transfer are sometimes caused by trainee characteristics, software features, training approaches, the social context of work, and by the interaction between the four, training research generally focuses only on trainee characteristics and training approaches. We identify goal matching as a method that can ensure that trainees are getting what they need from the training process. Using goal matching and more directed training sessions should enhance the ability of software trainers to account for more transfer of learning to the work place.
rnWe propose a research program that can be used to explore the parameters of goal matching with respect to software training. We describe in detail a critical study in this program, and also discuss the need for replications such as an embedded multiple unit study that goes beyond the individual and includes the work group, department, or entire organization as the unit of analysis. We conclude that the replication of our proposed research design in different software training settings, organizations and work contexts hold a promise for improving software training design, and bringing a compatible solution to all the stakeholders of software training.
软件培训研究表明,某些最终用户随后没有将学到的技能转移到他们的工作中。然而,金钱,时间和精力继续投入到正式的软件培训中。本文提出的三维观点表明,尽管不转移的原因有时是由受训者的特征,软件功能,培训方法,工作的社会环境以及这四者之间的相互作用引起的,但是培训研究通常只关注于受训者的特征和培训方法。我们将目标匹配确定为一种方法,可以确保受训者从培训过程中获得所需的东西。使用目标匹配和更有针对性的培训课程应增强软件培训师解决更多学习向工作场所转移的能力。 P> rn
我们提出了一个可用于探索目标参数的研究程序与软件培训相对应。我们将详细描述该程序中的关键研究,并讨论对复制的需求,例如嵌入式多单元研究超出了个人范围,并且包括工作组,部门或整个组织作为分析单位。我们得出结论,在不同的软件培训设置,组织和工作环境中复制我们提出的研究设计,有望改善软件培训设计,并为软件培训的所有利益相关者带来兼容的解决方案。 P>
Claremont Graduate School, Claremont, CA;
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