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Week 4 discussion 1
#1 Jodi Weatherholtz
WednesdayOct 18 at 2:35pm
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Choose one of the three models of evaluation. Describe the model. What are the advantages? What are the disadvantages?
The model I chose is the CIPP model or long form known as Context, Input, Process, Product. This model was designed by Daniel Shuffleboard in the 1960’s. “CIPP is a decision forced approach to evaluation; it emphasizes the systematic provision of information for program management and operations” ((Kopp, 2014, Sec. 7.5). The CIPP evaluation model designed by Shuffleboard is the framework to systematically guide the conception, design, implementation, and assessment of the educational programs effectiveness and efficiency for improvement. This model been used and designed not only to prove a decision but acts as a fixer where the information can be used as a guide for designing a program.
These questions to asked:
What is Context Evaluation?
“Context evaluations accesses needs, problems and opportunity as basis for defining goals and priorities and judging the significance of outcomes”
What needs be done?
“Input, accesses alternative approaches to meeting needs as a means of planning programs and allocating resources”
What should be done?
“Process, accesses the implementation of plans to guide activities and later to help explain outcomes”
Is it being done?
“Product identify intended and unintended outcomes both to help keep the process on track and determine effectiveness” (Shuffleboard, 2000).
Advantages:
Comprehensiveness, flexibility, integration, and decision- orientation. It delineates four different types of evaluation which address goals, priorities, potential alternatives. The procedures of evaluation are very specific.
Disadvantages:
The specific steps or methodologies for executing the evaluation are not identified. multiple procedures are needed for gathering data, in most cases a lot of time is needed.
Kopp, D. M. (2014). Human resource development: Performance improvement through learning[Electronic version]. Retrieved from https://ashford.content.edu
Shuffleboard, D.L. (2000). The CIPP Model for Evaluation. In: Shuffleboard D.L., Madaus, G.F., Kellaghen T. (eds) Evaluation Models. Evaluations in Education & Human Services, vol. 49 Springer, Dordrecht Retrieved from: https://doi.org/10.1007/0-306-47559Links to an external site. 6_16
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#2Heather beck
WednesdayOct 18 at 7:41pm
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I chose the CIRO method of evaluation. According to Kopp “CIRO stands for, context, input, reaction, and outcome, Adopting the approach to evaluation gives employees a model to follow when conducting training and development assessments.” (2014) This model is more in depth and requires more analysis than the other models. That makes for one advantage of the evaluation of training. This approach is again broken into four levels. The first being context. Kopp states that in this level “the environment within which the training took place. Evaluation here goes back to the reasons for the training or development.” (2014) This would the place that the training took place. In this level the employer will evaluate whether the context and classroom were effective. This is the basics of all training evaluation. You have to ensure that your environment is inviting to learning and not distracting. The second level is the input. Kopp states that this level ” Evaluation here looks at the planning anddesign processes, which led to the selection of trainers, programs, employees, and materials.” (2014) In this level the employer will evaluate for example the way a training will be performed. The determination will be made on how and who is best suited to deliver the training. Kopp sates in the third level, “Evaluation methods here should be appropriate to the nature of the training undertaken.Employers may want to measure the reaction from learners to the training and to assess the relevanceof the training course to the learner’s roles.”(2014) In this level the employer can take feedback from the learners. In this level they can learn the pros and cons of the training from the employees taking the training. In the final level Kopp explains “Evaluation methods here should be appropriate to the natureof the training undertaken. Employers may want to measure the reaction from learners to the trainingand to assess the relevance of the training course to the learner’s roles.” (2014) This level would be tracked by performance in the workplace after the training, This level will show the overall success of the training. Since this model is more in depth and requires more analysis that can be both an advantage and disadvantage. Using the other models will be an easier overall evaluation.
References:
Kopp, D. M. (2014). Human resource development: Performance improvement through learning[Electronic version]. Retrieved from https://ashford.content.edu
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