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Dare To Be Aware…

Truth be told, I am a stranger in performing a training evaluation in the manner in the real world. However, I am learning about training evaluation in my Master’s program in Training and Development, which increased my knowledge and confidence level in conducting it. Allow me to share a snippet of what I am learning in my Training Evaluation class with websites and a textbook to reference.

One model I have come to learn about is Kirkpatrick’s 4 Levels of Evaluation, which consists of 4 levels. According to Evaluating Training Programs (3rd Edition), The Four Levels by Donald L. Kirkpatrick and James D. Kirkpatrick on p. 21 states, “The four levels represent a sequence of ways to evaluate program. Each level is important and has an impact on the next level.” The below information is provided by the following web link: https://www.watershedlrs.com/blog/kirkpatrick-learning-evaluation-model

  1. Did participants enjoy the training?
  2. Did they pass the assessment?
  3. Do they work better?
  4. Did business metrics improve?

Another model I come to learn is the Phillip’s ROI Process Model. This model is considered an extension of the Kirkpatrick’s Model. This model focuses on ROI (Return On Investment) and is without a doubt, in my opinion, a comprehensive one. It involves 6 levels (Kirkpatrick’s levels involved) and phases. The below information is provided by

https://www.ginaabudi.com/articles/using-roi-to-measure-the-results-of-business-process-improvement-initiatives/.

  1. Reaction to a new process initiative introduced within the organization
    1. Level 1 evaluation: Do employees feel positive about the new process and their involvement in rolling out the new process?
  2. Confidence in utilizing the new process
    1. Level 2 evaluation: Do employees feel confident in their training on the new process and that they have
      acquired the necessary skills to implement the new process?
  3. Proof that employees can apply the new process.
    1. Level 3 evaluation: Have employees been utilizing the new process in their roles?
  4. Business impact of the new process.
    1. Level 4 evaluation: What impact does the new process have on the business?
  5. Return on Investment (ROI)
    1. What is the ROI of the new process?
  6. Intangible benefits
    1. What other benefits (not measured in a monetary value) were gained, e.g.:
      1. More confidence/less stress among employees who are using the new process
      2. Increased job satisfaction among employees

The above evaluation models are considered best practices when gathering as much detailed data as possible to show the client and stakeholders the worth of having a training program. Learning about these evaluation models and their processes allows me to communicate on a higher level with the funders and clients about the effects of a training program.

  1. Have anyone of you experience any of these levels during an evaluation? If so, what are your thoughts?
  2. Which evaluation model do you prefer and why?
  3. What types of data intangible or tangible will bring satisfaction to the CEO of an organization and why?

By Sixto Lopez Jr.

 

 

 

Dare To Be Aware…It’s Okay

Truth be told, I am a stranger in performing a training evaluation in the manner in the real world. However, I am learning about training evaluation in my Master’s program in Training and Development, which increased my knowledge and confidence level in conducting it. Allow me to share a snippet of what I am learning in my Training Evaluation class with websites and a textbook to reference.

One model, I have come to learn about is Kirkpatrick’s 4 Levels of Evaluation, which consists of 4 levels. According to Evaluating Training Programs (3rd Edition), The Four Levels by Donald L. Kirkpatrick and James D. Kirkpatrick on p. 21 states, “The four levels represent a sequence of ways to evaluate program. Each level is important and has an impact on the next level.” The below information is provided by the following web link: https://www.watershedlrs.com/blog/kirkpatrick-learning-evaluation-model

  1. Did participants enjoy the training?
  2. Did they pass the assessment?
  3. Do they work better?
  4. Did business metrics improve?

Another model I come to learn is the Phillip’s ROI Process Model. This model is considered an extension of the Kirkpatrick’s Model. This model focuses on ROI (Return On Investment) and is without a doubt, in my opinion, a comprehensive one. It involves 6 levels (Kirkpatrick’s levels involved) and phases. The below information is provided by

https://www.ginaabudi.com/articles/using-roi-to-measure-the-results-of-business-process-improvement-initiatives/.

  1. Reaction to a new process initiative introduced within the organization
    1. Level 1 evaluation: Do employees feel positive about the new process and their involvement in rolling out the new process?
  2. Confidence in utilizing the new process
    1. Level 2 evaluation: Do employees feel confident in their training on the new process and that they have
      acquired the necessary skills to implement the new process?
  3. Proof that employees can apply the new process.
    1. Level 3 evaluation: Have employees been utilizing the new process in their roles?
  4. Business impact of the new process.
    1. Level 4 evaluation: What impact does the new process have on the business?
  5. Return on Investment (ROI)
    1. What is the ROI of the new process?
  6. Intangible benefits
    1. What other benefits (not measured in a monetary value) were gained, e.g.:
      1. More confidence/less stress among employees who are using the new process
      2. Increased job satisfaction among employees

The above evaluation models are considered best practices when gathering as much detailed data as possible to show the client and stakeholders the worth of having a training program. Learning about these evaluation models and their processes allows me to communicate on a higher level with the funders and clients about the effects of a training program.

  1. Have anyone of you experience any of these levels during an evaluation? If so, what are your thoughts?
  2. Which evaluation model do you prefer and why?
  3. What types of data intangible or tangible will bring satisfaction to the CEO of an organization and why?

By Sixto Lopez Jr.

I cannot recall partaking in any of the listed assessment tools or personality tests. I know I definitely took personality tests before joining TSA in the Department of Homeland Security and during my testing period while going through the application process for various police departments and before joining the military and joining the military and before being employed with contract security companies. So yes, I took a lot of these type tests but not sure of they were any one the ones listed in this article. If these assessment tools are answered honestly then it can really reveal important information worth knowing and addressing. If these assessments are answered dishonestly then the person taking the test is the one who will only suffer. I found the link below to an OD assessment tool and I quote, “The Workgroup Climate Assessment (WCA) is a simple, reliable, and validated tool designed to measure climate in intact workgroups at all levels of an organization.” https://www.measureevaluation.org/resources/tools/organization-development/workgroup-climate-assessment-wca Thanks, Sixto Lopez Jr.

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