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EVALUATION, ROI = - Coggle Diagram
EVALUATION
SUMMATIVE
the process of reviewing a course after implementation.
assessment results helps the Instructional designer know the effectiveness of the course
job performance answers to the question, the degree to which the students have mastered the course content.
Summative evaluation measures training outcomes in terms of learners opinions about the course.
ROI return of investment to the organization.
FORMATIVE
Instructional designers should conduct delivery method content and usability reviews.
design phase
what must participants learn that will enable them to fulfill the goal?
Are all objectives measurable and observable
development phase
what activities and interactions will result in the required performance
Analysis phase
is this a training problem?
What must learners be able to do to ensure the desired change in performance
Implementation phase
Have learner's become performers?
KIRKPATRICK'S 4 levels of evaluation
Learner's Needs
Learning
assess learners in different ways throughout the entire course
assesses the extent to which learners gain knowledge and skills
you can create a game or simulation that would allow learners to evaluate their knowledge,
skills and attitudes in an interactive way
Pretests and post tests are typical tools used to evaluate learning
Performance Needs
Behaviour
measures the extent to which change in behavior actually occurred.
It measures whether or not learners apply the knowledge and skills they gained at the training to their job
Measure the before and after behavior to determine whether the change actually took place to ensure
more accurate results
allowing sufficient time for a change to occur, then conduct surveys or interviews
with learners
Learner's Needs
Reaction
You find out what learners think about the training.
Reaction is typically measured through surveys, questionnaires and verbal feedback.
fairly inexpensive way to gather information about the quality of the course.
conducted immediately after the training event.
This is the easiest way to evaluate any training program
Business Needs
Results
measures whether the employee's performance improved as a result of the training
evaluation should be measured both before and after the training
Some ways to collect information for the results level of evaluation include
interviewing managers
conducting focus groups
follow up needs assessments
sending out surveys
main reason for taking the course and is considered the most important level
of evaluation
JACK PHILLIP'S ROI
It compares the monetary program benefits with the program costs
ROI should be measured between three and 12 months after the training
ensures that courses stay on track while they are being developed
ensures that training meets standards and expectations
ensures that all course objectives have been met and the business goal has
been achieved.
help prioritize training needs at the organizational level.
ROI =
Benefits - Cost of training X 100
Cost of training