Evaluation Skills in HRD

INTRODUCTION SLIDE

VOICE OVER

Slide 1:

While studying Human Resource Development, one of the first things you are introduced to is the

instructional design model named the “ADDIE model”. ADDIE is an acronym for analysis, design,

development, implementation, and evaluation.

INSERT ADDIE MODEL IMAGE

VOICE OVER

Slide 2:

The ADDIE model is used in Human Resource Development to improve knowledge, skills, and attitudes

for current and future job responsibilities. While each phase has different levels of value, we will focus

on the value and importance of evaluation. Many organizations neglect this phase of the ADDIE model,

because they are unaware of the impact evaluation can have on a program or training that may be

implemented. But really, does evaluation serve such an important purpose?

Slide 3:

Conducting an proper evaluation proves to have many benefits. When implementing any training or

learning program, you want to ensure that you are producing the desired results of that program. But

how will you know if you are achieving those goals unless you are measuring proper aspects of the

program.
Slide 4:

A way to ensure that you are measuring the right part of the program is to set up objectives before

evaluating. For instance, if you were looking to measure the outcome of how useful the materials

provided in a program turned out to be, you would need to go into a deeper evaluation rather than

conducting a survey to see if the participants enjoyed the instructor.

INSERT COURSE EVALUATION PICTURE

Slide 5:

Knowing the goals or needs of an organization will determine what level of evaluation needs to be

conducted. After evaluation, you can see what changes need to be made in a program or whats working

and not working. Without evaluation, you would not be able to make improvements in the programs

within an organization.

INSERT CHART SHOWING INCLINE RESULTS

Slide 6:

While there are various ways to evaluate the effectiveness of learning within an organization, most

methods tend to fall somewhere into the range of evaluation techniques making up the

Kirkpatrick/Phillips model.

INSERT KIRKPATIRICKS/ PHILLIPS MODEL

VOICE OVER

SLIDE 7:

That model consists of five levels of evaluation and was developed by Donald L. Kirkpatrick. The first

four levels measure (1) the reaction of participants, (2) the level of learning achieved, (3) changes in
learner behavior, and (4) business results derived from training. Level 5 measures the return on

investment (ROI) that learning programs deliver.

SLIDE 8:

One of the biggest mistakes that programs make while evaluating is only focusing on the first two levels,

which in most cases will not reflect the desired outcomes that a program aims on achieving.

SLIDE 9:

Evaluation serves an essential phase of the ADDIE model. Some reasons of why evaluation may be

neglected include misunderstanding the purpose and the role of evaluation, lack of evaluation skills, fear

of the impact of evaluation findings, or the fact that evaluation can be time consuming and laborious.

SLIDE 10:

If more organizations took evaluation more seriously or understood the impact it can have, they will

most likely see great improvements within their programs.

CREDITS

END OF PRESENTATION