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    Evaluation Models and Methods

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    Beejay Taguinod

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    Evaluation Models and Methods

    Uploaded by

    Beejay Taguinod
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    EVALUATION-MODELS

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    16 views2 pages

    Evaluation Models and Methods

    Uploaded by

    Beejay Taguinod

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    EVALUATION MODELS AND METHODS

    1. What is the importance of evaluation models and methods?


    Evaluation provides a systematic method to study a program, practice,
    intervention, or initiative to understand how well it achieves its goals.
    Evaluations help determine what works well and what could be improved in a
    program or initiative. Program evaluations can be used to:
    - Demonstrate impact to funders
    - Suggest improvements for continued efforts
    - Seek support for continuing the program
    - Gather information on the approach that can be shared with others
    - Help determine if an approach would be appropriate to replicate in other
    locations with similar needs

    2. Identify describe three evaluation models and methods.

    1. Kirkpatrick’s Model Of Learning Evaluation.


    Kirkpatrick’s model of learning evaluation has been used for more than 50
    years. The model encourages us to evaluate learning on four levels:

    Reaction – Did they enjoy the training?


    Learning – Did they pass the assessment?
    Behavior – Do they work better?
    Results – Did business metrics improve?
    The important thing is to measure at all four levels so you can see exactly how
    each stage of your learning design was effective. Design your learning program
    by starting with a business problem. Then identify the actions needed to solve
    that problem and the learning needed to support those actions. Once that’s
    complete, design the program needed for that learning to happen. Your
    evaluation metrics should follow that same chain so that if you don’t meet the
    business goal, you’ll know where it went wrong.

    2. Kaufman’s Model Of Learning Evaluation.


    Several models build on or react to Kirkpatrick’s. Kaufman’s model of learning
    evaluation is one of those. He makes two significant changes from Kirkpatrick:

    Kaufman splits Kirkpatrick’s level 1 into “input” and “process”. Input is the
    learning materials and resources available to learners. Process relates to the
    actual delivery of the learning experience.
    Kaufman adds a fifth level above organizational benefits to look at the benefits
    to society as a whole or to a business’ clients.
    I like that Kaufman encourages us to evaluate learning resources separately
    from delivery as these really are different things. I’m less keen on his fifth
    level. Most organizations struggle to capture data about the impact of a
    learning program on business metrics, let alone asking us to puzzle out the
    impact on society as a whole. The impact on customers is certainly important,
    but this is normally already wrapped up as part of business metrics.
    3. Anderson’s Value Of Learning Model.
    If a learning program led to an increase in factory production by 50%, you
    might think it was successful. But if the organization where the program took
    place already had surplus stock and not enough sales, the real story is that
    the learning program was poorly aligned to the organization’s priorities.

    Anderson’s Value Of Learning model encourages us to focus evaluation on the


    alignment between the learning program’s goals and the strategic goals of the
    organization. Only once the goals are aligned can we evaluate the success of
    the learning program in meeting those goals.

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