Final Reflection

Kirkpatrick’s Evaluation Level 4

In Module five we considered the issues/subjects that surround evaluation & assessment.  As a result of that experience the author submitted a proposal to conduct a level 4 evaluation to her employer.  The purpose of the evaluation was to 1) Justify existence of training; 2) maximize, training effectiveness, and 3) ensure learning and training are aligned with business strategy.  In this implementation the author was tasked with assisting in the creation of short tutorial videos for the purpose of orienting prospective customers to the organization’s software product.  The company is planning on providing a free trial offer and providing learning materials.  The level 4 evaluation would analyze if there is a relationship between sales and the inclusion of training material as part of the free trial.  The author found it valuable to be able to make the proposal and be able to articulate a method and process.

Merrill’s Pebble in the Pond

In Module one we analyzed and evaluated the different instructional design models.  In that processed we were introduced to Merrill’s Pebble-in-the Pond model.  As a result, the author was able to implement the model in the design of an actual course for work.  We described a problem that needed to be solved.  Created a demonstration video and are in the process of building content and enabling knowledge around it.  The goal is for learners to be able to use the software with a better understanding of how it works because they can solve the problem.

E-learning evaluation: Beyond Kirkpatrick

In Module six we analyzed evaluation methods in light of ID&T modeling and practices. In that process we were presented with three other evaluation models that could be used for evaluation e-learning.  Kirkpatrick’s model is the most recommended evaluation model and is one that the author was already very familiar with.  Having the opportunity to evaluation the other models was valuable as an alternative.  The author can see a possible need to implement Brinkerhoff’s Success Case Model at work to evaluating the impact and return on training investments and the effect of performance on business success.  This is important since our goal is to expand the training department of our organization.

References

Brinkerhoff, R. O. (2005). The success case method: A strategic evaluation approach to increasing the value and effect of training. Advances in Developing Human Resources, 7(1), 86-101. Retrieved from:https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.579.9756&rep=rep1&type=pdf

Hogle, P. (2019, January 23rd). Beyond kirkpatrick: 3 approaches to evaluating eLearning. Retrieved from https://learningsolutionsmag.com/articles/beyond-kirkpatrick-3-approaches-to-evaluating-elearning