Seminar in Psychology
Seminar in Psychology
Chapter 11: The Reviews
So…How well are you doing?
Training: Kim Sabinada
Measurement and Evaluation are considered to be interchangeable terms. Both require a review of: * Your materials * The performance * The learning taking place
Measuring Training
Kirkpatrick’s Four Levels of Evaluation Model (Introduced in 1959) Levels | Definition | Measurement Tools | Level One: Reaction | Measures reaction to training and customer satisfaction | Smile Sheets – reaction sheets or mini survey which is designed to survey the audience on training performance | Level Two:Learning | Measures learning or what knowledge was learned | * Pre/Post-assessments * Paper & Pencil tests | Level Three: Behavior | Measures how much of the knowledge, skills, and attitudes have changed the on-the-job-results | * Pre/Post-surveys * Interviews with supervisors | Level Four: Results | Measures the impact on the organization based on the training | * Pre/Post-assessments * Cost vs. Benefits Analysis |
Performance-Based Perspective
Trainer: Alyssa Marie F. Macabulos/ Ma. Dannabelle Edland
Ultimate Measurement:
“How well the employee consistently performs against the standard in the workplace” * Measurement should not be limited on the end of the training, measurement should be done on the entire learning experience
Cycle of Performance-Based Training * A model that can provide a systematic approach to how we look at training and measurement
Link to the Business
Figure 1. Cycle of Performance-Based Training
The Cycle of Performance-Based Training includes: * Measurement of audience knowledge throughout the training experience * Behavioral measurement of how employees transfer what they learned into the workplace * Measurement of business results * Measurement of the quality of training from the audience’s perspective * Performance-based training is grounding in the belief successful
Chapter 11: The Reviews
So…How well are you doing?
Training: Kim Sabinada
Measurement and Evaluation are considered to be interchangeable terms. Both require a review of: * Your materials * The performance * The learning taking place
Measuring Training
Kirkpatrick’s Four Levels of Evaluation Model (Introduced in 1959) Levels | Definition | Measurement Tools | Level One: Reaction | Measures reaction to training and customer satisfaction | Smile Sheets – reaction sheets or mini survey which is designed to survey the audience on training performance | Level Two:Learning | Measures learning or what knowledge was learned | * Pre/Post-assessments * Paper & Pencil tests | Level Three: Behavior | Measures how much of the knowledge, skills, and attitudes have changed the on-the-job-results | * Pre/Post-surveys * Interviews with supervisors | Level Four: Results | Measures the impact on the organization based on the training | * Pre/Post-assessments * Cost vs. Benefits Analysis |
Performance-Based Perspective
Trainer: Alyssa Marie F. Macabulos/ Ma. Dannabelle Edland
Ultimate Measurement:
“How well the employee consistently performs against the standard in the workplace” * Measurement should not be limited on the end of the training, measurement should be done on the entire learning experience
Cycle of Performance-Based Training * A model that can provide a systematic approach to how we look at training and measurement
Link to the Business
Figure 1. Cycle of Performance-Based Training
The Cycle of Performance-Based Training includes: * Measurement of audience knowledge throughout the training experience * Behavioral measurement of how employees transfer what they learned into the workplace * Measurement of business results * Measurement of the quality of training from the audience’s perspective * Performance-based training is grounding in the belief successful