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Kopp, D. M. (2014). Human resource development: Performance improvement through learning [Electronic version]. Retrieved from https://ashford.content.edu
• Chapter 5: Development: Putting Theory Into Practice
• Chapter 6: Implementation: Execution
Article
Greenberg, A. (2013). Apple is beta-testing an update that kills evasion jailbreak (Links to an external site.)Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/andygreenberg/2013/02/25/apple-is-beta-testing-a-fix-for-evasi0n-jailbreak/
• The article describes how beta-testing is used in industry.
#1 Jodi Weatherholtz
TuesdayOct 10 at 11:05am
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As an HR employee tasked with creating and evaluating a training course for your organization, how would you use Kirkpatrick’s taxonomy to evaluate the training? What could you do to minimize the disadvantages of the tool?
Before deciding how to use Kirkpatrick’s taxonomy to evaluate training, I must first know what the steps of evaluation are.
There are four steps to this evaluation:
Step 1- Reaction- How well did the ones learning like the learning process? (low cost, easily administrated)
Step 2- Learning- What did they learn? (to what extent did the ones learning, gain skill and knowledge). (provides compelling evidence to whether it works or not)
Step 3- Behavior- What were the changes in the job performance that resulted from the learning process? (capability to perform the new skills learned while on the job). (if designed in the right way, it can identify barriers and obstacles to improve performance)
Step 4- Results- What are the solid results of the learning process (was there a reduction in the cost, did it improve quality, increase production, was it efficient, etc.) (can address whether the performance is important to the organization’s essential point such as production, safety, sales and more. (Clark, 2015).
After viewing these four steps, I believe that I would probably use steps 2 (learning) and step 3 (Behavior), I believe that these steps seem to be the most important to know when training people in a new job to evaluate what they have learned during the training process. I think that the behavior also is important because if changes were to occur in job performance after the training was complete, I would be able to see if the changes were for the good or turned bad. If the changes results were good then this step would be benefit the company to continue the use, but if it resulted in bad, the step would have to be removed immediately. I feel that life itself is complicated and discouraging, there are times where we may decide to give up, but a simple challenge does not make a person to stop learning, it just makes them more determined to learn more.
Some of the disadvantage as per our text, is oversimplification of the model, if this were a true statement it would be more complicated to use (Kopp, 2014). Other disadvantage includes, it reflects a quick reading of the participant while they are still in the class.
(Reaction)-Results should not be used as a solid basis for changing the educational content or strategy.
(Learning) more money than the first level, greater insight of evaluation to develop valid measures of learning.
(Behavior) a lot more investment of time and money, in depth performance interventions and what causes the performance problems.
(Results) higher levels of investment and expertise needed to develop results, may be hard to establish.
Clark, D. (2015) Four Level Evaluation Model Retrieved from: http://www.nwlink.com/~donclark/hrd/isd/kirkpatrick.html
Kopp, D. M. (2014). Human resource development: Performance improvement through learning[Electronic version]. Retrieved from https://ashford.content.edu
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#2 Heather beck
TuesdayOct 10 at 6:12pm
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Using Kirkpatrick’s model has advantages that help the trainer teach. In order for the training to be successful it must be easy and even fun to learn. I think as a Human resources manager it is easier to evaluate a training using Kirkpatrick’s model. According to Bates “ first the model provides the trainer or developer with a systematic method of training evaluation.” (2004) Making a guide so that anyone can understand and then train the same class is crucial to the success of a business. Knowing that you can write a training so that is can be comprehended easily is a great start and according to Kirkpatrick a must. I think the third part of this model is also important. “It states to have to simplifies the process of training in three ways: 1. A guide to the questions and criteria that are appropriate for the specific training, 2. The model reduces the measurements of success to easily measure outcomes, 3. The model reduces the number of variables needed to measure the success of the outcomes.” (Bates, 2004) To me this means that the training is simplified as much as possible and remove all outside distractions that will cause the training to not be successful. This would also mean that the training would be measured by a simple test based evaluation so ensure that the class was able to pick up the information.
Bates states that the “incompleteness of the model refers to the oversimplification of the model.”(2014) However you want training to be simple and easy to understand. You want your employees to become great at what you teach them. This happens by ensuring that the material is easy to understand and easy to pick up. I think in the training world less is more. Once you get the fundamentals you can build from there.
References:
Bates, R. (2004). A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence. Evaluation and Program Planning, 27, 341-347. Retrieved from https://aetcnec.ucsf.edu/sites/aetcnec.ucsf.edu/files/resources/A%20critical%20analysis%20of%20evaluation%20practice.pdf
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