Cost‐effectiveness of online teacher training

This study aims to compare the cost‐effectiveness of an online teacher training method with a face‐to‐face training method in teaching ‘ICT integration in the school curriculum’. In addition, the study explores the possibilities of a school‐based voluntary training method in supporting other approaches to ICT teacher training. The analyses of various quantitative and qualitative data showed that online teacher training was more cost‐effective than face‐to‐face teacher training, mainly due to the lower opportunity cost of the participants. The voluntary teacher training revealed the possibility of providing cost‐effective training, especially in the actual application of ICT in classrooms. Based on the results of the study, factors affecting cost‐effectiveness of the teacher training approaches are discussed and further research areas suggested.     

Preferences of Training Performance Measurement: A Comparative Study of Training Professionals and Non‐training Managers

ABSTRACT This survey‐based study addressed a perceived gap between training performance evaluation practice and decision‐making criteria required in business. Training professionals and non‐training managers in North Carolina were surveyed. The study found that the groups differ in the performance measures that motivate them to act on training issues. Non‐training managers preferred measurements of productivity, organizational climate, product quality, cost, and customer service reports. Training professionals preferred measures of opinions of the trainee's supervisor, end‐of‐training exam scores, progress/work performance reports, and opinions of the trainee. The study concluded that (1) training professionals and non‐training managers react to different training performance measures; (2) training professionals are more likely to react to job/individual‐level performance measures; (3) non‐training managers are more likely to rely on organizational‐level measures; (4) non‐training managers are not primarily concerned with converting training benefits to dollar figures; (5) on‐the‐job tests and customer service reports are valued by both the training profession and business and industry; and (6) the low response suggests a potential lack of interest for the strategic position of the training function.     

Efficacy of teacher in‐service training for attention‐deficit/hyperactivity disorder

Children with attention‐deficit/hyperactivity disorder (ADHD) evidence many problems in the classroom. Teacher in‐service training is routinely used to inform school professionals about a number of special topics; however, the efficacy of such in‐service training for ADHD has not been established. The present study examined the efficacy of brief in‐service training focused on evidence‐based assessment and treatment of ADHD. Teachers from six schools (N = 142) in the Washington, DC, metropolitan area were randomly assigned at the school level to receive in‐service training immediately or to a waitlist control group that received in‐service training 1 month later. Measures of ADHD knowledge and use of behavior modification techniques were obtained at pre‐‐ and post‐‐in‐service intervention. Results indicated that the in‐service training resulted in increased ADHD knowledge. Special education teachers also reported increased use of behavior modification techniques resulting from the in‐service training. Clinical and research implications are presented. © 2008 Wiley Periodicals, Inc.     

A NATIONAL INVESTIGATION OF SCHOOL PSYCHOLOGY TRAINERS’ ATTITUDES AND BELIEFS ABOUT EVIDENCE‐BASED PRACTICES

The present investigation examined 460 school psychology trainers’ attitudes and beliefs about the conditions for the education and training of evidence‐based practices (i.e., assessments and interventions) in training programs in the United States and Canada using an online survey. Trainer attitudes and beliefs about education and training in evidence‐based practices were measured using a 24‐item five‐point Likert scale. Overall, trainers had positive views of evidence‐based practices, as well as program and organizational support for such training. However, trainers rated the education and training of evidence‐based assessments more favorably than evidence‐based interventions. In general, trainer characteristics nor program accreditation status, model, or type of degree offered were found to influence trainers’ perceptions about evidence‐based practices. However, trainers with prior experience teaching evidence‐based intervention courses were found to have more supportive views of evidence‐based assessments and interventions than those without such experience. Implications for future training and school practice are discussed.     

Efficacy of Cognitive‐Behavioral therapy in the treatment of children with adhd,with and without aggressiveness

The objectives of this study were twofold: to show the efficacy of a cognitive‐behavioral self‐control therapy on children with ADHD and to determine whether the combination of training in self‐control with training in anger management has better outcomes on two subgroups of hyperactive children, aggressive and nonaggressive. Thirty‐two children with ADHD, 16 aggressive and 16 nonaggressive, participated in the research. We applied a cognitive‐behavioral self‐control training, which included self‐instructional training via modeling and behavioral contingencies, to 16 of the 32 hyperactive children. The other 16 hyperactive children were taught the same program, but combined with anger management training. The interventions were carried out by two therapists each taking care of four groups, one of each in the following conditions: hyperactive with the cognitive‐behavioral self‐control therapy, hyperactive with the combined treatment, hyperactive‐aggressive with the cognitive‐behavioral self‐control therapy, and hyperactive‐aggressive with the combined treatment. The results indicated important improvements on several measures in all treated groups. Furthermore the improvements of children with aggressiveness were slightly better, according to the parents, with the combined treatment than without it. The data provide support for including anger management training in the cognitive‐behavioral interventions for hyperactive‐aggressive students. © 2000 John Wiley & Sons, Inc.     

Comparing the Effectiveness of Self‐Paced and Collaborative Frame‐of‐Reference Training on Rater Accuracy in a Large‐Scale Writing Assessment

There is a large body of research on the effectiveness of rater training methods in the industrial and organizational psychology literature. Less has been reported in the measurement literature on large‐scale writing assessments. This study compared the effectiveness of two widely used rater training methods—self‐paced and collaborative frame‐of‐reference training—in the context of a large‐scale writing assessment. Sixty‐six raters were randomly assigned to the training methods. After training, all raters scored the same 50 representative essays prescored by a group of expert raters. A series of generalized linear mixed models were then fitted to the rating data. Results suggested that the self‐paced method was equivalent in effectiveness to the more time‐intensive and expensive collaborative method. Implications for large‐scale writing assessments and suggestions for further research are discussed.     

Enhancement of anatomical learning and developing clinical competence of first‐year medical and allied health profession students

Hands‐on educational experiences can stimulate student interest, increase knowledge retention, and enhance development of clinical skills. The Lachman test, used to assess the integrity of the anterior cruciate ligament (ACL), is commonly performed by health care professionals and is relatively easy to teach to first‐year health profession students. This study integrated teaching the Lachman test into a first‐year anatomy laboratory and examined if students receiving the training would be more confident, competent, and if the training would enhance anatomical learning. First‐year medical, physician assistant and physical therapy students were randomly assigned into either the intervention (Group A) or control group (Group B). Both groups received the course lecture on knee anatomy and training on how to perform the Lachman test during a surface anatomy class. Group A received an additional 15 minutes hands‐on training for the Lachman test utilizing a lightly embalmed cadaver as a simulated patient. One week later, both groups performed the Lachman test on a lightly embalmed cadaver and later completed a post‐test and survey. Students with hands‐on training performed significantly better than students with lecture‐only training in completing the checklist, a post‐test, and correctly diagnosing an ACL tear. Students in Group A also reported being more confident after hands‐on training compared to students receiving lecture‐only training. Both groups reported that incorporating clinical skill activities facilitated learning and created excitement for learning. Hands‐on training using lightly embalmed cadavers as patient simulators increased confidence and competence in performing the Lachman test and aided in learning anatomy. Anat Sci Educ 7: 181–190. © 2013 American Association of Anatomists.     

Evaluating the Impact of a Performance‐Based Methodology on Transfer of Training

Transfer of training is the degree to which trainees can apply the knowledge, skills, and attitudes gained in training to the job. Currently only between 5% and 20% of what is learned in training is ever applied on the job. At this time, little is known about the effects of work environment factors, such as support, feedback, and goal setting, on training transfer. We utilized a quasi‐experimental between‐groups design using surveys, interviews, and behavioral measures to evaluate the impact of performance‐based work environment factors on training transfer. Results indicated that participants in the experimental group reported a higher level of training transfer than those in the control group. These findings suggest that a performance‐based approach to training can be an effective method to increase the likelihood that employees transfer training knowledge to the job context.     

Women’s job‐related training in Canada: returns to human capital investments

The prevailing discourse informing most Canadian training and labour market policy assumes a positive link between individuals’ training and their labour market returns in the new knowledge economy. The primary objective of the study is to test the current rhetoric by developing a statistical model of women’s job‐related training. Training participation is a complex and multi‐dimensional social phenomenon. Within the arsenal of existing statistical methods, structural equation modeling is one of the few methods with a capacity to represent complex phenomenon by simultaneously testing cause‐and‐effect hypotheses. The study uses structural equation modelling to develop, test, and evaluate a model of the determinants and rewards of women’s job related training. Empirical studies of job‐related training in Canada are few. Until the recent launch of a linked, employer–employee survey, there had been a paucity of data sources that facilitate a national level analysis of job‐related training. By using this new data source, the study makes a significant contribution filling the existing gap in our understanding of the determinants of, and returns to women’s training in Canada. The study confirms that women are deriving significant economic benefits from their training participation. The conclusion drawn from the national‐level patterns in Canada is that training is a crucial element in the reward structure of the labour market for women, as it plays a dual role of being both a reward in itself and a predictor of other labour market rewards.     

Making in‐class skills training more effective: The scope for interactive videos to complement the delivery of practical pedestrian training

Skills and awareness of young pedestrians can be improved with on‐street practical pedestrian training, often delivered in schools in the UK by local authorities with the intention of improving road safety. This training is often supplemented by in‐class paper‐based worksheet activities that are seen to be less effective than practical training in that they focus on knowledge acquisition rather than directly improving the correct application of safe pedestrian skills at the roadside. Previous research indicates that interactive video tools have the potential to develop procedural skills while offering an engaging road safety educational experience, which could positively impact on road crossing behaviour. In this paper, the design and development of a hazard‐identification interactive road safety training video targeting child road crossing skills is presented. The interactive video was shown to be an engaging training resource for 6‐ to 7‐year‐old children. The tool's scope for improving pedestrians' roadside skills is considered along with the wider implications for interactive video to aid safety training in other areas.     

Perceptions as Measures of Training Transfer

This study investigated the extent to which trainees' perceptions of the applicability of what they learned, gathered immediately after training, can predict their perceptions of actual application of the training six months after they return to the job. It also investigated whether support to apply what trainees learned during training after they returned to the job affected their six‐month perceptions. The study found that in all cases, the six‐month perceptions were statistically significantly lower than the immediate after‐course perceptions. However, using a three‐point Likert scale, with “good” being the highest rating, the actual practical judgments about the training program retained the same rating (good) for the program that received the most job environment support. For the training program that received less support, the decisions made from the initial data and the follow‐up data were different. The initial ratings were “good,” and the follow‐up ratings were “fair.” This study suggests that the immediate after‐course perceptions of training are a reasonable estimate of the six‐month perceptions when there is substantial reinforcement from the home job environment.     

The Interactive Effect of Modeling Strategies and Goal Orientations on Affective,Motivational, and Behavioral Training Outcomes

This experimental study focuses on the interactive effect of two modeling strategies and three goal orientations on affective, motivational, and behavioral training outcomes. In this study, 275 trainees participated in a corporate training program. Their goal orientation was measured prior to experimentation, and participants were randomly assigned to a positive‐only or a mixed‐model display during training. Results showed interaction patterns that differed across a variety of training outcome measures: Trainees exposed to the positive‐only models reported higher utility reactions when they held avoidance goal orientations, while those with performance goal orientation reported higher self‐efficacy after training. Finally, trainees exposed to the mixed model who held learning goal orientation, demonstrated higher levels of behavior reproduction of the training content. These results are discussed for their practical and theoretical implication for the training context.     

AN INVESTIGATION INTO THE EFFECT OF DATE OF BIRTH ON SUBSEQUENT SCHOOL PERFORMANCE

Eleven basic skills involved in effective listening and reading were isolated for study. These skills were believed to underlie an effective understanding of oral and written communications. It was hypothesized that training could improve the learning of these basic listening skills. After controlling for socio‐economic status and sex differences, pupils in grades 2 and 5 were randomly assigned to a training and a non‐training condition. The training consisted of a number of sessions whereby the student listened to pre‐recorded tapes composed around the 11 basic listening skills. Following training, all students were administered a 33‐item test consisting of questions measuring comprehension of the basic skills. Using analysis of variance techniques, the effectiveness of training in listening was analysed. Whereas the training was found to be highly effective at grade 2, it was only moderately effective at grade 5.

     

The Effect of a Brief Training in Motivational Interviewing on Trainee Skill Development

Motivational interviewing (MI) is an empirically based practice that provides counselors with methods for working with resistant and ambivalent clients. Whereas previous research has demonstrated the effectiveness of training current clinicians in this evidenced‐based practice, no research has investigated the efficacy of teaching MI to counselors‐in‐training who work with clients from the general population. The authors examined the effect of a student‐based training in MI for 43 graduate‐level counselor trainees using a quasi‐experimental controlled design. Statistical analyses based on pretest and posttest assessments revealed participants’ knowledge and skill in MI significantly improved in the treatment group. Implications for training future counselors and suggestions for additional research are explored.     

LO + EPSS = just‐in‐time reuse of content to support employee performance

Those involved in training know that creating instructional materials can become a tedious, repetitive process. They also know that business conditions often require training interventions to be delivered in ways that are not ideally structured or timed. This article examines the notion that learning objects can be reused and adapted for performance support systems. By doing so, a performance technologist can develop content for just‐in‐case training and reuse it for just‐in‐time performance support.     

MENTAL STATUS AS A PREDICTOR OF RESPONSE TO MEMORY TRAINING IN OLDER ADULTS

The present study assessed the association between rated mental status and response to a memory‐training program. A commonly used general measure of cognitive impairment, the Mini‐Mental State Exam (MMSE), was administered to 102 elderly participants enrolled in a 2‐week memory‐training program. The program used two visual‐imagery mnemonics (name‐face recall and list learning by the “method of loci"). The MMSE scores were positively related to improvement in recall performance. Individuals with relatively mild deficits (those scoring below 29) showed less improvement than those scoring 29 and 30. Differences in ability to benefit from training were also noted between the two mnemonic devices, suggesting a more rapid fall off in ability to benefit from training with a more complex mnemonic, the method of loci.     

DIRECT BEHAVIORAL CONSULTATION: EFFECTS ON TEACHERS’ PRAISE AND STUDENT DISRUPTIVE BEHAVIOR

Direct behavioral consultation is an extension of traditional behavioral consultation and focuses on assessment and training in the classroom during ongoing classroom activities. This study evaluated direct behavioral consultation services in two elementary alternative classrooms referred following a program evaluation in which data suggested behavior‐specific praise was not being delivered at a desired level. A multiple baseline design across classrooms was used to evaluate indirect and direct training procedures for increasing teachers’ implementation of behavior‐specific praise. Results indicated that indirect training did not result in substantial improvements in teachers’ use of behavior‐specific praise. Direct training procedures resulted in immediate increases in behavior‐specific praise for both teachers, but only one teacher maintained those increases immediately following training. For the other teacher, when performance feedback was added to direct training, increases in behavior‐specific praise were maintained. Data are also presented regarding student disruptive behavior. Results are discussed in terms of direct behavioral consultation theory and practice for educational settings.     

School Counseling Site Supervisor Training: An Exploratory Study

This study explored the supervision training needs of site supervisors of master's program school counseling interns via the construct of self‐efficacy. Using the Site Supervisor Self‐Efficacy Survey developed for this study, the authors surveyed school counseling site supervisors in the states of Oregon and Washington (N = 147) regarding their hours of supervision training and their supervisor self‐efficacy. Results indicated that 54% of school counseling site supervisors had little or no counseling supervision training. Supervisor self‐efficacy appeared to be relatively strong, consistently so for school counseling site supervisors with over 40 hours of supervision training. A partial correlation indicated a slightly positive relationship between the hours of supervision training received and perceived self‐efficacy regarding supervision. Implications regarding school counseling site supervisor training and future research are offered.     

Extent,Type, Preferences and Consequences of Crisis Intervention Training for Teachers

This study addresses the issue of including crisis intervention training as a component of teacher preparation programs. Results demonstrated that (a) few teachers receive training as a component of formal coursework, but the substantive majority are expected to perform crisis intervention at varying levels of involvement; (b) measurable improvements in self‐efficacy to perform interventions were achieved with short‐term training; (c) recognition and delivery training produced higher self‐efficacy than recognition training alone; and (d) recognition training using behavioral cues, rather than life events, was the preferred approach. Noting the important need for training of this type in teacher preparation programs, it was concluded that, if mental health instruction cannot be expanded generally, crisis intervention training should be provided specifically.