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Evaluating Training Outcomes in Corporate E-Learning and Classroom Training

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Abstract

The study contributes to training evaluation research by systematically comparing training outcomes between corporate e-learning and classroom training. We investigated a sample of vocational trainees (N = 86) in a field experiment with a time-lag design and examined their subjective as well as objective training success. While training success was subjectively perceived to vary in effectiveness depending on the setting right after the training, with higher scores for trainees in classroom training, it was perceived similarly effective in both training settings after six to eight weeks. With regard to objective training success, we found that whereas declarative and procedural knowledge scores increased for e-learning trainees, they decreased for trainees in classroom training. However, strengths of e-learning become more prevalent six to eight weeks after the training. Thus in the end, e-learning is as effective as classroom training for procedural knowledge and more effective than classroom training for declarative knowledge as e-learning trainees catch up on previous differences across time. We conclude that it is not the training setting or delivery media per se that leads to higher levels of trainings success in the long run but in order to be effective, trainings should be designed taking especially the type of learning content (declarative or procedural knowledge) into account.

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Notes

  1. We consequently use the term (corporate) e-learning when referring to virtual training, web-based training, or e-learning.

  2. A large training setting effect for satisfaction (p < .001, η2partial = .15); moderate training setting effects for utility (p = .02, η2partial = .07), knowledge (p = .02, η2partial = .06), self-efficacy (p = .002, η2partial = .11), application to practice (p = .02, η2partial = .07), organizational results (p < .001, η2partial = .12).

  3. There was a substantial large main effect on the combined objective trainings success scales for training setting, Wilks’ Lambda = .77, F(2, 83) = 12.48, p < .001, η2partial = .23. The main effect for time was not significant, Wilks’ Lambda = .97, F(2, 83) = 1.48, p = .23, η2partial = .03.

  4. For declarative knowledge, a large interaction effect was found, p < .001, η2partial = .17, with no main effect for training setting, p = .20, η2partial = .02, and no main effect for time, p = .65, η2partial = .002. For procedural knowledge, a large interaction effect was found, p < .001, η2partial = .28, with a moderate main effect for training setting, p < .001, η2partial = .13, and no main effect for time, p = .25, η2partial = .02.

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Correspondence to Andrea Beinicke.

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Beinicke, A., Bipp, T. Evaluating Training Outcomes in Corporate E-Learning and Classroom Training. Vocations and Learning 11, 501–528 (2018). https://doi.org/10.1007/s12186-018-9201-7

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  • DOI: https://doi.org/10.1007/s12186-018-9201-7

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