how can you assess and measure a HR consultant
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how can you assess and measure a HR consultant
Measuring and Evaluating.
The evaluation phase must take place throughout the entire ISD process. The main purpose of evaluation is to determine whether training achieved its objectives.
To evaluate each phase of the ADDIE model, Instructional Designers should ask the following questions:
◦Analysis: Is this a training problem? What must the
learners be able to do to
ensure the change in performance?
◦Design: What must the participants learn that will
enable them to fulfill the goal?
◦Development: What activities will result in the
◦Implementation: Have the learners now become
There are many benefits of evaluation. First, a good system of evaluating training provides valuable information both for the learner, and the management. Most training decisions such as program additions, changes, or deletions are made based on the information gathered from the evaluation. Good evaluations also help to prioritize training needs at the organizational level. Then financial and other resources can be shifted from training that has less impact on corporate goals to those objectives that have the most favorable cost-benefit ratio.
Validity vs. Reliability
Now, let\'s look at validity and reliability. When reporting the results of an evaluation, trainers may be asked how they know the data are valid and reliable.
Validity means measuring what the assessment instruments intended to measure. For this reason, it is important to make sure that the questions are clear and easy to understand. For example, if a group of learners misinterprets the intended meaning of a test question, the data would not be valid.
Reliability refers to the ability of the same measurement to produce consistent results over time. Test validity determines that a test accurately measures what it is intended to measure, and test reliability determines how frequently it succeeds.
Measuring and Evaluating
Kirkpatrick’s Four Levels of Evaluation
One of the best known evaluation methodology for judging learning processes is Donald Kirkpatrick\'s Four Level Evaluation Model.
1. Reaction of learners. This is the easiest way to evaluate any training program. This level of evaluation is responsible for finding out what learners thought and felt about the training. Some examples include: questionnaires and surveys.
2. Learning. This is the extend to which the learners gained knowledge and skills. Some examples include pre-test and post-test.
3. Behavior. This is the extend in which change in behavior actually occurred. Do the learners actually use the knowledge they gained at the training? Some examples include: Surveys, interviews, and focus groups.
4. Results. The final results that occurred as a result of the training. This is the main reason for doing the training and is considered the most important level of evaluation. Did the organization benefit from the training that their employees have taken? Some examples of this level of evaluation include: Follow-up needs assessment, interviewing managers, or sending out surveys.
If you look at a typical multiple choice question, you\'ll notice that there are two parts to it: stem and the options. The options are also broken into two parts: correct responses and distracters or incorrect responses.
For your stem, you have the following choices:
• regular question, or
• incomplete question
You can also have the learner make a choice of the available options. For instance: \"Which of the following options are correct?\"
When writing your answers, try to make them as short as possible, and be sure that your distracters are plausible.
Example: What color is the sun?
Test Question Feedback
The feedback statement should include all of the following:
1. State the correct answer choice. For example, “The correct answer is “True.”
2. Repeat the correct answer phrase. For example, “The agency will only pay for reasonable lodging expenses necessary for one person…”
3. Explain why the answer is correct. For example, “…because federal regulations state only government employees or contractors on official government travel can have their expenses paid for.
What is the difference between formative and summative evaluation?
Assessing the effectiveness of a training program while it is under development is called formative evaluation.
Summative evaluation is a method of judging the program at the end.
Ways to assess learning:
1. Check for understanding by asking rhetorical questions, or
adding games and brain teasers to the course.
2. Conduct formal assessment using quizzes.
3. Provide more complex challenges or scenarios presenting
real life problems.