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Finding the Critical Few: The Hot Buttons of Training Transfer at ICON – A Case Study in Evaluation and Learning Transfer at a Global CRO (Clinical Research Organization)

Finding the Critical Few: The Hot Buttons of Training Transfer at ICON – A Case Study in Evaluation and Learning Transfer at a Global CRO (Clinical Research Organization)

Paul Donovan
Copyright: © 2017 |Pages: 31
ISBN13: 9781522518082|ISBN10: 1522518088|EISBN13: 9781522518099
DOI: 10.4018/978-1-5225-1808-2.ch007
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MLA

Donovan, Paul. "Finding the Critical Few: The Hot Buttons of Training Transfer at ICON – A Case Study in Evaluation and Learning Transfer at a Global CRO (Clinical Research Organization)." Training Initiatives and Strategies for the Modern Workforce, edited by Scott Frasard and Frederick Carl Prasuhn, IGI Global, 2017, pp. 127-157. https://doi.org/10.4018/978-1-5225-1808-2.ch007

APA

Donovan, P. (2017). Finding the Critical Few: The Hot Buttons of Training Transfer at ICON – A Case Study in Evaluation and Learning Transfer at a Global CRO (Clinical Research Organization). In S. Frasard & F. Prasuhn (Eds.), Training Initiatives and Strategies for the Modern Workforce (pp. 127-157). IGI Global. https://doi.org/10.4018/978-1-5225-1808-2.ch007

Chicago

Donovan, Paul. "Finding the Critical Few: The Hot Buttons of Training Transfer at ICON – A Case Study in Evaluation and Learning Transfer at a Global CRO (Clinical Research Organization)." In Training Initiatives and Strategies for the Modern Workforce, edited by Scott Frasard and Frederick Carl Prasuhn, 127-157. Hershey, PA: IGI Global, 2017. https://doi.org/10.4018/978-1-5225-1808-2.ch007

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Abstract

The purpose of this chapter is to describe a successful case study of evaluation and learning transfer in a Global CRO (ICON) located in Dublin, Ireland. The case study focuses on a management development program entitled Management Essentials Two. The evaluation element of the exercise engaged the theories of Kirkpatrick and Phillips as a fundamental approach. The outcomes of the program that were measured included Levels one, two and three of both models. Post program behavior change was selected as a measure of transfer. In a departure from standard evaluation practice the case study employed an original inventory, “System of Training Transfer Assessment Report” (STAR), to measure the factors leading to transfer (Donovan & Darcy, 2011). Regression analysis was used to identify four factors that were critical to transfer of learning at ICON. Lessons for ICON, practitioners, and researchers are drawn.

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