kirkpatrick training module_2016
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Training & Training EvaluationAN OVERVIEW
DARSHNA P. CHOUDHURY
Module objective
By the end of the session, the participants will be in a able to understand and execute the Kirkpatrick Module in the talent transformation engagement.
Target participants : Leadership and Individual Contributor
Content Flow
History & background of Learning & Development
Benefits of Training Evaluation Model
Key factors Evaluation Process
Kirk Patrick Evaluation Model-An understanding
1904 - ALFRED BINET, a French psychologist developed intelligence test
1907-Dr.MARIA MONTESSORI, who invented Montessori method of education and then began using materials to enhance the learning styles
1956- BENJAMIN BLOOM developed a system known as Blooms Taxanomy, which took another step towards learning style difference
1962- ISABELMYERS BRIGGS & KATHERINE BRIGGS developed the MYERS BRIGGS TYPE INDICATOR(MBTI)
1976-DUNN with Dunn Learning Style Model focusing on diagnostic instruments for evaluation
1984-DAVID KOLB, PUBLSIHED his Learning Style model where he determined that learning styles are closely related to cognitive skills
History of Learning & Development – A brief journey
Kolb's Adult Learning Styles
ADDIE ModelADDIE - an Instructional Systems Design (ISD) model
Competence Incompetence
Conscious Conscious competence Conscious competence
Unconscious Unconscious competence Unconscious incompetence
Competency Matrix
What aspects of organizational are to be changed ?
How are the levels effectiveness or performance
of effectiveness to be measured ?
What traits are essential to achieve these levels ?
What part of knowledge, skills and attitudes are needed to support these behaviors or
What aspects of supervision, job design or structure need to
be changed ?
Is there a need for learning ?
What kind training activities required need to be
implemented to achieve desired results
Why Training Evaluation ….
Why evaluation ?
What needs to be evaluate in training
Facilitation purpose or objective
Facilitation program design & relevance
Reaction, Learning (Verbal/cognitive/attribute)
, Results or ROI
Key factors Evaluation Process - An understanding
Planning VS Execution Target participants
Timely execution VS efficacy of invested time Objective setting VS delivery
Donald L. Kirkpatrick
Born :15th Mar, 1924
Died : 9th May, 2014
He is best known for creating a highly influential 'four level' model for training course evaluation, which served as the subject of his Ph.D. dissertation in 1954
Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors
Donald Kirkpatrick was president of the American Society for Training and Development (ASTD) in 1975
Kirk Patrick Training Evaluation Model Le
vel 1
- Re
actio
n
• What the participants thought and felt about the training
Leve
l 2 -
Lear
ning
• The resulting increase in knowledge or capability
Leve
l 3 -
Beha
viou
r
• The extent of behaviour and capability improvement and implementation / application
Leve
l 4 –
Res
ults
• The effects on the business or environment resulting from the trainee's performance
Evaluation guidelines
All types of Training(KSA) Programs like Foundation/Advance/Expertise/other Talent Management forums Leadership Empowerment Programs/Clubs & Communities/Awareness Events/Product & process launch activities
100% responds on reaction(Level-1) for each approved Talent Transformation programs
Time vs results like 30/60/90 Days timely cycle for effective progression
Measure both before and after the program (Pre-Program/Post-Program- scores)
Consider cost versus benefit ( Monitor revenue/customer (internal/external) service delivery parameters for calculation on the invested resource of the sessions conducted)
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