Thesis (Ph. D.)--University of North Texas, Aug., 2007. / Title from title page display. Includes bibliographical references.

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 that master's degree had a higher mean rank compared to bachelor's degree and doctorate. The Mann-Whitney U test revealed that there were statistically significant mean rank differences on Level 1, Level 2, Level 3, and Level 5 evaluation use with the barriers "little perceived value to the organization," "lack of training or experience using this form of evaluation," and "not required by the organization." Research findings are consistent with previous research conducted in the public sector, business and industry, healthcare, and finance. Nonprofit sector organizations evaluate primarily at Level 1 and Level 2. The existence of a written policy increases the use of Level 2 evaluation. Training evaluation is also an important part of the training process in nonprofit organizations. Selecting programs to evaluate at Level 5 is reserved for courses which are linked to organizational outcomes and have the interest of top management.

Made available in DSpace on 2016-08-03T16:34:47Z (GMT). No. of bitstreams: 1 Maite Menegazzo.pdf: 699291 bytes, checksum: 66509295c232c7292a61e224d2daaf5c (MD5) Previous issue date: 2009-02-19 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The work with teenagers, the idea being to promote their health, as well as their healthy development through spaces that meet their needs also have been the responsibility of social organizations. Especially when it is intended to prepare for the world of work, but with a broader proposal, or as a preparation for their relations in life, by the passage of a process of learning, development, through the construction of significant actions to life. This is the proposal of the Centro de Orientação ao Adolescente de Campinas - COMEC , nongovernmental organization, with a "Programa de Aprendizagem Profissional - PAP." Such being the case , this research have with objective to characterize, by means of records , a sample of 280 adolescents , understand the perception their into the I sue lively and identify the prospects on admission and when they leave the program PAP. The study participants are adolescents from 14 to 17 years, female and male, the elementary and high school (7 th grade to 3rd grade). The forms were filled in three times. First when the teenager involved in the selection to join the program. Second when he began the work in the company and the end of the contract with the adolescent program. The results obtained through the records of the adolescents showed that the perception they have about the program is positive. They understand feelings of fear, insecurity, happiness and wishes with regard to activities that prepare them for inclusion in the formal labor market and show how this monitoring program allows for another look at the inclusion of adolescents. While the youth work is not the solution to the economic needs of many families, the educational work has been seen as a way to let the adolescent experience their first experience of working with their condition of a person in development. But it is undeniable that in some cases, they contribute significantly to the budget of the family.(AU) / O trabalho desenvolvido com adolescentes, pensando na promoção de sua saúde, bem como em seu desenvolvimento saudável por meio de espaços que atendam suas necessidades, tem sido de responsabilidade também de organizações sociais. Em especial, quando se tem o objetivo de prepará- los para o mundo do trabalho, porém com uma proposta mais ampla, ou seja, como uma preparação para suas relações na vida, pela passagem de um processo de aprendizagem, de amadurecimento, por meio da construção de ações significativas para vida. Esta é a proposta do Centro de Orientação ao Adolescente de Campinas COMEC , organização não governamental, que conta com um Progr ama de Aprendizagem Profissional- PAP . Sendo assim, esse estudo tem como objetivo caracterizar, por meio de prontuários, uma amostra de 280 adolescentes, compreender a percepção deles no processo vivido e identificar as expectativas na admissão, demissão e desligamento do programa - PAP. A pesquisa teve como participantes adolescentes de 14 a 17 anos, do gênero feminino e masculino, do ensino fundamental e médio (7ª série E.F até 3ª série E.M). Os formulários foram preenchidos em três momentos: primeiro quando o adolescente participava da seleção para ingressar no programa, segundo, quando ele iniciava o trabalho na empresa e no término do contrato do adolescente com o programa. Os resultados obtidos por meio dos prontuários dos adolescentes mostraram que a percepção que eles têm a respeito do programa é positiva. Perceberam-se sentimentos de medo, insegurança, alegrias e desejos a respeito das atividades que os preparam para a inserção no mercado formal de trabalho, e o quanto o acompanhamento pelo programa permite outro olhar para esta inclusão. Ainda que o trabalho juvenil não seja a solução para as necessidades econômicas de muitas famílias, o trabalho educativo tem sido visto como uma forma de permitir que o adolescente vivencie sua primeira experiência de trabalho, respeitando sua condição de pessoa em desenvolvimento. Porém, em alguns casos, acabam por contribuir de forma significativa no orçamento familiar.(AU)

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Dans cette thèse, nous présentons MEMORIA, un modèle de représentation de la mémoire de l’apprenant pour les systèmes tutoriels intelligents et adaptatifs. La contribution principale de ce modèle est une formalisation et une implémentation du modèle de l’apprenant sous forme de mémoires qui stockent les informations perçues par l’apprenant dans un environnement virtuel et les instructions émises par le tuteur. La conception de notre modèle est basée sur les quatre composantes classiques d’un système tutoriel intelligent. Le modèle du domaine est représenté par les connaissances métiers formalisées à l'aide de MASCARET. Afin de rendre naturelles les interactions entre le tuteur et l'apprenant, nous représentons le modèle de l'interface par l'intermédiaire d'un agent conversationnel animé à l'aide de la plate-forme Greta. Le modèle de l'apprenant est constitué de l'ensemble des connaissances acquises par l'apprenant en cours de simulation. Ces connaissances sont organisées dans trois mémoires : la mémoire sensorielle, la mémoire de travail et la mémoire à long terme. Notre enjeu majeur porte sur la formalisation de l'encodage des informations dans ces mémoires, ainsi que le flux de données entre celles-ci. Cette formalisation est basée sur la théorie de la mémoire humaine proposée par Atkinson et Shiffrin et inspirée de l'architecture cognitive ACT-R. Le modèle de tuteur que nous proposons est centré sur la réalisation d'un comportement qui adapte l'exécution du scénario en fonction des connaissances de l'apprenant et de ses interactions avec le tuteur. Une étude expérimentale a été menée pour valider notre modèle. Nous avons comparé deux groupes de participants. Dans le premier groupe, nous avons intégré un tuteur adaptatif utilisant notre modèle, qui adapte l'exécution du scénario pédagogique et dans le second groupe, un tuteur non adaptatif qui réalise un scénario pédagogique figé. Les résultats de cette étude permettent de conclure quant à l'efficacité de notre modèle pour un apprentissage de procédure. / In this thesis, we present MEMORIA, a model of the learner’s memory representation for adaptive and intelligent tutoring systems. The main contribution of this model is a formalization and an implementation of the learner's model using memories that store the information perceived by the learner in a virtual environment and the instructions given by the tutor. The design of our model is based on the four classic components of an intelligent tutorial system.The domain model is represented by the domain knowledge that is formalized using MASCARET. In order to make the interactions between the tutor and the learner natural, we represent the interface model through an embodied conversational agent using GRETA. The learner's model is made of all the knowledge acquired by the learner during the simulation. This knowledge is organized into three memories: sensory memory, working memory, and long-term memory. Our major challenge is to formalize the encoding of information in these memories, as well as the data flow between them.This formalization is based on the theory of human memory proposed by Atkinson and Shiffrin and inspired by the cognitive architecture ACT-R. Our proposed tutor model focuses on the realization of a behavior that adapts the execution of the pedagogical scenario according to the learner's knowledge and the interactions with the tutor. An experimental study was conducted to validate our model. We compared two groups of participants. In the first group, we integrated an adaptive tutor using our model which adapts the execution of the pedagogical scenario and in the second group, a non-adaptive tutor who applied a fixed pedagogical scenario. The results of this study allow us to conclude on the effectiveness of our model for procedural learning.

Made available in DSpace on 2016-04-27T14:30:49Z (GMT). No. of bitstreams: 1 Raul Ribas.pdf: 1737199 bytes, checksum: f547cfeb92ac7e4996a36ed691b1bf40 (MD5) Previous issue date: 2011-10-17 / This thesis aims to contribute to the state of the art for the area of education related to the formation of entrepreneurs. From a bibliographical and documentary, was select by hypothesis, the epistemological of Progressivism, developed by John Dewey through the conceptual analysis, proved to be more suitable for such programs. From the model resulting from the Experimental School of Progressivism, were developed curriculum guidelines for the training of entrepreneurs, independent of the activity of the origin of action taken. Based on these guidelines and in professional and academic experience of the author, was prepared to recommend a program for training of entrepreneurs, which detail the content and materials available, allows your application transcends the academic sphere, to also achieve a practical utility. This second possibility of applying this theory corresponds to the author s desire to contribute, beyond the theoretical aspects, to increase the chances of success for individuals who begin theirs initiatives to undertake / Esta tese pretende contribuir com o estado da arte para a área de ensino relacionada com a formação de empreendedores. A partir de uma pesquisa bibliográfica e documental, selecionou-se, por hipótese, a linha epistemológica do Progressivismo, desenvolvido por John Dewey que, pela análise conceitual, comprovou ser a mais adequada para programas desta natureza. A partir do modelo da Escola Experimental decorrente do Progressivismo, foram desenvolvidas diretrizes curriculares para formação de empreendedores, independente da atividade de origem da ação de empreender. Com base nestas diretrizes e, na experiência profissional e acadêmica do autor, foi elaborada uma sugestão de um Programa para Formação de Empreendedores, cujo detalhe do conteúdo e do material disponibilizado, permite que sua aplicação transcenda o âmbito acadêmico, para também atingir uma utilidade prática. Esta segunda possibilidade de aplicação desta tese corresponde ao desejo do autor em contribuir, além do aspecto teórico, para aumentar as chances de sucesso para pessoas que iniciam na atividade de empreender

A midsize nonprofit blood bank organization is experiencing a high percentage of supervisors and managers not transferring skills taught in leadership development training programs back to the workplace. The purpose of this mixed methods, sequential, explanatory study was to understand the relationship between supervisor support or opposition and trainees' perception on factors that influence transfer of training and to identify strategies to improve transfer of training in the organization. Baldwin and Ford's Model of the training transfer process laid the framework for this study. Quantitative data were collected from trainees (N = 60) who attended leadership development programs between January 2012 and June 2014 and were analyzed using descriptive analysis, correlational analysis, and multiple regression. The correlation analysis indicated positive relationships between transfer of training and supervisor support. Qualitative data, collected during interviews (N = 8) that focused on trainees' perceptions on how to enhance transfer of training in the organization, corroborated the quantitative results. According to thematic analyses of the interview data, supervisor support, training design, opportunity to use skills on the job, and performance coaching and mentoring have the potential to improve training transfer. Policy recommendations were created to increase transfer of training back to the workplace. The findings of the study could help supervisors and managers increase training transfer, which could improve the organization's profits and create collaborative learning environments that benefit the participants and the communities where these participants live and work.

Les études de psychologie des industries et des organisations montrent que la compréhension partagée (CP) conditionne la performance collective. Nous mobilisons le concept de la Team Situation Awareness pour identifier les éléments qui concourent à la CP et à son évolution au cours de l'action. Une analyse en handball nous a permis d'identifier (a) 4 formes typiques d'articulation des activités individuelles, (b) 7 contenus typiques et (c) 6 processus typiques interindividuels. Nos résultats montrent que les formes de partage sont locales et ponctuelles, alternant entre trois modes de coordination en cours d'action : (1) application du plan, (2) ajustement transitoire en fin d’action, (3) adaptation en temps réel au contexte de jeu. L’analyse de la dynamique du partage met en évidence que le sentiment de performance collective est subordonné à une fluidité dans l'enchaînement des actions et au jugement de sécurité quant à l'évaluation de la situation. L'analyse en théâtre d'improvisation conforte la classification proposée dans la première étude. Notre étude a permis d'apporter des éléments sur les activités collaboratives en situation dynamique, et notamment sur la fonction de la CP qui peut être considérée comme un phénomène dynamique dont la principale fonction est de maintenir un potentiel de coordination suffisant entre les partenaires d'une équipe. À partir de nos résultats, nous proposons une modélisation qui rend compte des mécanismes de CP à deux échelles : (1) à l'échelle de l'équipe, nous proposons une modélisation qui renseigne l'alternance des modes de coordination en fonction des contraintes de l'environnement ; (2) à une échelle locale, nous proposons une modélisation qui rend compte de la régulation du partage entre les agent de l'équipe. / In the field of I/O psychology, most of studies estimate that team performance under temporal pressure is directly related to shared understanding (SU) within a team. In order to account for the dynamics of SU within a team, we have studied the evolution of contents, forms and mechanisms of the sharing process, as a function of context variability and temporal pressure. We primarily work in line with the Team Situation Awareness model, that is usually mobilized in work situations. A first study allowed us to identify the various elements of SU and its dynamics in feminine handball competitions. The analysis permitted to identify (a) four typical forms of shared understanding, (b) seven typical contents shared and (c) six typical interaction processes between teammates. Results shows that sharing forms are local and punctual, alternating between two main modes of SU : either a preestablished plan follow-up, together with possible adaptation to conclude a given action, or a real-time adaptation to the context of action. A second study deals with improvisational theatre, regulated in real time by the director through earphones. Our results show that the sharing typical forms, contents and processes that rise in this activity also correspond to the classification we made in the first field study, which strengthens the genericity of our proposal. These results invite us to think that online regulation may either enhance or hamper the SU and thus the collective performance, respectively by improving the update and interaction processes between actors, or by overloading the cognitive activity of the team members in the course of action. Based on these results, we propose to consider the SU as a process that works over two space and time scales: on the global scale, SU may envolve over long periods within a team; and on a local scale, SU is actually developed through interpersonal updating and in situ adjustment processes. In order to account for these two scales, we proposed a team coordination model together with an interindividual regulation model. Our work opens the way to the study of the correlation between local mechanisms of shared understanding and the global dynamics of a collaborative activity.

Nos travaux portent sur la scénarisation dans les environnements virtuels pour la formation. Nous nous intéressons particulièrement à la formation dans des environnements sociotechniques complexes comme par exemple la gestion des risques. Dans ces environnements, la variabilité des situations que les opérateurs peuvent rencontrer rend difficile la mise en place d'une formation exhaustive. Il est pourtant crucial d'offrir les moyens permettant l'entrainement à ces situations et les environnements virtuels peuvent apporter des solutions efficaces. En effet, ils peuvent offrir une grande liberté d'action et permettre un apprentissage de type essai-erreur. Le contrôle pédagogique de ces environnements peut alors permettre de personnaliser et d’adapter les contenus à chaque apprenant. Cependant, il est difficile pour les concepteurs d'environnements virtuels d'imaginer, de concevoir et décrire toutes les séquences d'actions et d'événements menant aux situations d'intérêt tout en autorisant une grande liberté d'action pour les apprenants. L'approche de description exhaustive se révèle trop coûteuse, voire vouée à l'échec. Pour palier au goulet d'étranglement de l'écriture et du codage des contenus, nous proposons de générer dynamiquement l'enchainement des situations d'apprentissage au sein d'une simulation. L'architecture TAILOR que nous proposons permet la scénarisation dynamique de chaque session d'apprentissage, en accord avec un modèle du parcours d'apprentissage, en utilisant des modèles à base de connaissances. Pour cela, nous avons tout d'abord proposé le langage \textsc{World-DL} permettant de produire du contenu scénaristique reconfigurable, adaptable et générique pour des environnements virtuels pour la formation. Ce langage permet à la fois de décrire le modèle du monde, les objectifs scénaristiques ainsi que de maintenir la base de connaissances liée à la simulation.Afin de ne pas s'appuyer sur une élicitation du domaine d'apprentissage, nous avons proposé un modèle de l'apprenant opérationnalisant la théorie de la Zone Proximale de Développement. Celui-ci repose sur un espace vectoriel de classes de situation auxquelles sont associées des valeurs de croyance sur la capacité de l'apprenant à gérer les situations qu'elles décrivent. La scénarisation que nous proposons est essentiellement intra-diégétique : elle s'intègre au monde simulé par l'environnement virtuel. Pour cela, nous proposons une méthode de génération dynamique et adaptative de situations d'apprentissage s'appuyant sur des modèles de l'activité et de la causalité inspirés d'analyses ergonomiques. Par ailleurs, les situations d'apprentissage générées sont articulées sous la forme d'une fiction grâce au processus de diégétisation inspiré du courant structuraliste de la sémiologie. Les travaux sur l'architecture TAILOR ont donné naissance au moteur du même nom au sein de la plateforme logicielle HUMANS. L'approche a été appliquée dans un environnement virtuel pour la formation des assembleurs en aéronautique. / This work addresses the issues of the specification of the scenario in virtual environment for training. We especially address adult lifelong training in complex domains where technical systems are difficult to apprehend and human factors are critical. Workers have to be trained to react to a wide range of situations. Virtual environment can provide this kind of training by offering them the possibility to experiment different behavior in a situation. Yet to foster learning, such environment should provide a wide range of appealing scenarios adapted to learners’ need. The design and the production of all possible scenarios and of all their adaptations is a tedious task. It requires designers to imagine and describe every possible sequence of events which leads to interesting learning situation. Such a descriptive approach conflicts with the need for a smoother production process.To tackle the authoring bottleneck, we propose the TAILOR architecture to dynamically generate sequences of learning situations in a simulation. It takes into account a learner profile and expert knowledge informed in semantic models. We used a space of classes of situations coupled with a belief model to represent the Zone of Proximal Development of a learner. Each point of the space images the ability of the learner to handle a kind of situation. As we are essentially dealing with intra-diegetic orchestration, i.e. what is happening in the world depicted by the simulation, we propose to use expert model of the domain. We distinguished three kind of knowledge: world knowledge, activity knowledge and causality knowledge. They are used at runtime to procedurally generate a learning situation which will enlarge the Zone of Proximal Development of the learner.To this end, we design the WORLD-DL language to author scenario content for virtual environment for training in a reconfigurable, adaptable and generic way through an ontological representation. This language is used both to describe scenario objectives and to maintain a knowledge-based world state. Moreover, we operationalize structuralist view of narrative to build a story upon generated learning situation through an automated diegetization process. This process relies on abstract story model describe in the ontological metamodel DIEGETIC.This work have been implemented in the TAILOR engine used in the HUMANS platform. It was used both for aeronautic assembly virtual training and for baby sitter virtual training.

The aim of this study is to investigate the validity of an assessment centre as a predictor of managerial training results. For this purpose, the assessment ratings of 77 white, male, middle managers, who had taken part in a Middle Management Assessment Centre (MMAC) in a South African service organisation, were compared to the results they achieved on a Senior Management Training Course. From the statistical analyses conducted, correlation coefficients, corrected for restriction of range, of -0, 03, 0,32 and 0,22 were obtained between the Overall Assessment Rating and a theoretical, practical and total grade criterion respectively. These results indicated that the MMAC was a valid predictor of practical and total course grades, but an invalid predictor of theoretical course grades. Explanations for the results obtained are provided and three recommendations are made concerning the use of the MMAC to predict training results. Directions for possible future research are also provided. / Die doel van hierdie studie is om die geldigheid van 'n takseersentrum as 'n voorspeller van bestuursopleiding resultate te ondersoek. Vir hierdie doel is die takseeraanslae van 77 blanke, manlike bestuurders, wat aan 'n takseersentrum vir middelbestuur in 'n Suid-Afrikaanse diensorganisasie deelgeneem het, met die resul tate wat hulle tydens 'n Senior Bestuur Opleidingskursus behaal het, vergelyk. Die statistiese ontleding wat uitgevoer is het korrelasiekoeffisiente, na regstelling vir die beperking van verspreiding (correction for restriction of range), van -0,03, 0,32 en 0,22 tussen die Totale Punt Beoordeling van die takseersentrum en drie opleidingskriteria opgelewer. Hierdie drie opleidingskriteria was 'n teoretiese-, praktiese-, en totale opleidingspunt onderskeidelik. Verduidelikkings vir die resultate wat behaal is word verskaf en drie aanbevelings word gemaak met betrekking tot die gebruik van die takseersentrum om opleidingsresultate te voorspel. Rigtings vir moontlike toekomstige navorsing word ook aangedui. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)