Avaliação da aplicação de conteúdos de treinamento no trabalho : uma contribuição metodológica

AUTOR(ES)
FONTE

IBICT - Instituto Brasileiro de Informação em Ciência e Tecnologia

DATA DE PUBLICAÇÃO

09/09/2005

RESUMO

Facing such an environment of a current rough competition, the innovation is the key part for the survival of the enterprises. The innovation itself arrives from the knowledge, turning it into a big competitive differential. By reason of that, the corporations have highly invested in knowledge and personnel mainly through training which allows the enterprises to acquire new knowledge and transfer it to their personnel. However, only the investment in training itself ensure neither the absorption of such learning nor the application of those contents ministered in the training, i. e., it does not ensure the efficacy oh the training. For that reason, many studious of the theme have written methodologies aiming to estimate the efficacy of the training, as the one published by Donald Kirkpatrick, the most known and used nowadays. He suggests four levels of assessment, of reaction, of knowledge, oh behavior and results. Like the other published methodologies, he does not suggest, however, which aspects should be measured in each level. Thus, this work, based on Kirkpatrick s methodology, aims to complete that of author, as it researches the most relevant independent variables that interfere in the assurance of the application the training contents at work and place them according to their levels of assessment. To achieve such a result, the main theories of learning were analyzed as well as the motivational theories, the methodologies of planning, fulfillment and assessment of the efficacy of training, which were the theoretical foundation to carry out the two field-researches having as respondents, managers, instructors and participants in training. The analysis of frequency and factorial of the research data identified a group of twenty independent variables of major relevance to the application of contents of training at work, which where allocated in four levels of assessment, three oh those suggested by Kirkpatrick (reaction, knowledge and behavior) and one level named pre-assessment, suggest by this study. This new level has a preventive character, innovating on collaborating with the optimization of investments and the betterment of the efficacy, as it enables the correction of failures even before carrying out the trainings. Besides the identification of the variables and the definition of their respective levels of assessment, the weights for each variable were also defined in order to facilitate the consolidation of the assessment results has not been focus on this work as it has a financial approach.

ASSUNTO(S)

administracao de empresas pessoal - treinamento - avaliação aprendizagem gestão do conhecimento employees learning knowledge management

ACESSO AO ARTIGO

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