Evaluating. The reason for evaluating is to determine the effectiveness of a training program. (Kirkpatrick, 1994, pg. 3)

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3 Evaluating The reason for evaluating is to determine the effectiveness of a training program. (Kirkpatrick, 1994, pg. 3)

4 Reasons for Evaluating Kirkpatrick gives three reasons why there is a need to evaluate training: 1. To justify the existence of the training department by showing how it contributes to the organizations objectives and goals.

5 Reasons for Evaluating 2. To decide whether to continue or discontinue training programs. 3. To gain information on how to improve future training programs. (Kirkpatrick, 1994, pg. 18)

6 Evaluasi Aktifitas membandingkan antara standar keberhasilan program dengan keterlaksanaan Program. Memberikan penilaian terhadap hasil pembandingan. Keterlaksanaan program dapat diketahui dari aktifitas melakukan pengukuran. Untuk melakukan pengukuran membutuhkan instrumen (alat ukur) Menghasilkan informasi menegani ketercapaian program

7 Evaluasi adalah proses dari Persetujuan terhadap standar-standar program Penentuan apakah ada ketidaksesuaian yang muncul antara beberapa aspek program dengan standar-standar yang mempengaruhi aspek-aspek program tersebut. Penggunaan informasi untuk mengidentifkasi kelemahan program. Evaluasi untuk memperbaiki, mendiagnosis, dan mengobati tp juga menyembuhkan (evaluation to improve not to proof) mami hajaroh, evaluasi program 7

8 Model CIPP

9 Stuffle beam's CIPP Evaluation Model

10 Stuffle beam's CIPP Evaluation Model in brief..

11 Model Stake

12 intents observation standards judgment rationale antecedents transactions Outcomes Descriptive matrix Judgment matrix april 2008, mami hajaroh stake's model 12

13 Absolut comparison Descriptive data from one program Standart of excellence Relative comparison Descriptive data from another program Judgment april 2008, mami hajaroh stake's model 13

14 Model Kirkpatrics

15 Model Evaluasi Kirkpatrick

16 The Four Levels Reaction Learning Behavior Results

17 The Four Levels represent a sequence of ways to evaluate (training) programs.as you move from one level to the next, the process becomes more difficult and time-consuming, but it also provides more valuable information. (Kirkpatrick, 1994, pg. 21)

18 Reaction: is the measuring of the reaction of the participants in the training program. is a measure of customer satisfaction. (Kirkpatrick, 1994, pg. 21)

19 Learning: is the change in the participants attitudes, or an increase in knowledge, or greater skills received, as a result of the participation of the program.

20 Learning The measuring of learning in any training program is the determination of at least one of these measuring parameters: Did the attitudes change positively? Is the knowledge acquired related and helpful to the task? Is the skill acquired related and helpful to the task?

21 Behavior Level 3 attempts to evaluate how much transfer of knowledge, skills, and attitude occurs after the training.

22 The four conditions Kirkpatrick identifies for changes to occur: Desire to change Knowledge of what to do and how to do it Work in the right climate Reward for (positive) change

23 When all conditions are met, the employee must: Realize an opportunity to use the behavioral changes. Make the decision to use the behavioral changes. Decide whether or not to continue using the behavioral changes.

24 When evaluating change in behavior, decide: When to evaluate How often to evaluate How to evaluate

25 Guidelines for evaluating behavior: Use a control group Allow time for change to occur Evaluate before and after Survey/interview observers Get 100% response or sampling Repeat evaluation, as appropriate Consider cost versus benefits

26 Results Level 4 is the most important and difficult of all - determining final results after training.

27 Reaction - What Is It? Bagaimana kecenderungan rekasi partisipan pada pelatihan( Customer satisfaction ) Mengumpulkan reaksi pada instruktur, pembelajaran dan lingkungan belajar. Berkomunikasi dengan peserta bahwa umpan balik mereka dihargai Dapat memberikan informasi kuantitatif 27

28 Reaction - What It Looks Like Questionnaire - Most common collection tool Content: I enjoyed the content. Methods: The seminar approach helped me learn. Media: The AVs were helpful to me. Trainer style: I liked the instructor. Facilities: The room was useful for my learning. Course materials: The materials provided make my learning better. SD: :SA 28

29 Reaction - How to Perform Menentukan apa yang ingin diketahui mendesain instrumen untuk mengumpulkan / mengukur reaksi lakukan Segera Mengembangkan standar skor yang dapat diterima Follow-up yang sesuai 29

30 Learning - What Is It? Knowledge Skills Attitudes 30

31 Learning - What It Looks Like Media used to measure learning: Text: I felt the textbook help me learn. Voice: The audio materials increased my knowledge. Demonstration: I learned well from the demonstration. Methods used to measure learning: Interviews Surveys Tests (pre-/post-) Observations Combinations 31

32 Learning - How to Perform Menggunakan kelopok kontrol jika fisibel. Use a control group, if feasible Mengevaluasi pengetahuan, ketrampilan dan atau perilaku sebelum dan setelahnya. Menggunakan 100% partisipan atau sampel. Follow-up yang sesuai 32

33 Behavior - What Is It? Transfer pengetahuan, ketrampilan dan perilaku dalam kehidupan nyata (the real world) Measure achievement of performance objectives Mengukur prestasi dari performent tujuan-tujuan 33

34 Behavior - What It Looks Like Amati performer, langkah pertama Survei orang yang menjadi kunci yang mengamati performer Gunakan checklist, kuesioner, wawancara, atau kombinasi I believe coming in early is helpful. I work better on the new production system. 34

35 Behavior - How to Perform Mengevaluasi sebelum dan sesudah pelatihan Memungkinkan cukup waktu sebelum mengamati Survei orang yang menjadi kuncipertimbangkan biaya vs manfaat 100% partisipasipan atau sampling Evaluasi di ulang pada interval yang tepat Menggunakan kelompok kontrol 35

36 Results - What Is It? Menilai "Intinya," hasil akhir Definisi "hasil" bergantung pada tujuan dari program pelatihan 36

37 Results - What It Looks Like Tergantung pada Tujuan Program Pelatihan Quantify: productivity, improvement Sample Questions: I believe the new system has improved productivity. My training has allowed me to be more productive. My boss is a better leader after my training. 37

38 Results - How to Perform MengGunakan kelompok kontrol Menyediakan waktu untuk hasil yang akan direalisasikan Mengukur sebelum dan sesudah program Pertimbangkan biaya versus manfaat Puas dengan bukti ketika bukti tidak memungkinkan 38