assignment 221

( DRAFT )Running Head: KIRKPATRICK’S EVALUATION MODEL 1

( DRAFT )

KIRKPATRICK’S EVALUATION MODEL 2

( DRAFT )

Comment by McMahon, Don: This needs to be strongly and clearly connected to Assistive Technology for people with disabilities.

KIRKPATRICK’S EVALUATION MODEL

Kirkpatrick’s evaluation model

Introduction

The learning process is complex and even harder to establish the level of understanding of the chosen population or group. The formulation of learning evaluation models is meant to help the teachers and the management to evaluate the process of learning and level of understanding of the chosen population of the group. These models include the Kirkpatrick which emphasizes on reaction, learning itself, the behavior of the learners and lastly the results. There exists other models like the Kaufman, the Brinkerhoff and lastly the model of Anderson (Stephens, et al, 2017). However, in AT evaluation, the best model for use is the Kirkpatrick which emphasize the input and outcome. Therefore, this work will use the best model to evaluate the chosen population while establishing critical areas of concern and give technological solutions to the same. Comment by McMahon, Don: Indent .5 of an inch

Kirkpatrick’s Model

This is an evaluation model which will be used to evaluate the training of management of community health inspectors. The main purpose of the training is to equip the community health workers with knowledge of sensitizing the surrounding community of the need for clean drinking water, personal hygiene and lastly the need for a cleaner community living environment (Forest, 2016). The model will help identify the major areas of concern in the training process; Comment by McMahon, Don: I’m not sure I’m seeing the connection with Assistive technology here.

Level one; reaction

The first one is the reaction of the individual participants will evaluate how the people will individually take the training. The role of this level is to determine whether the training was enjoyable and useful to the individual participants and whether it will help them in their work. Comment by McMahon, Don: Work on APA formatting. Don’t have a space between paragraphs.

The technologies of assistance at this level will include; the grading of delegates through online assessment in order to have the best and qualified evaluators. Feedback through the individual participation forms will be useful and lastly the use of both printed reports and the oral ones which the evaluators give out to the supervisors of the training.

Level two; learners

The second level will be learning. This stage will aim at determining whether the learners understood the training and this is done through the test and the use of self-assessment in order to come up with a conclusion. The tests for this level can be arranged so that the participants take the test before and after the training which will help analyze the different through looking at individual and groups of different people. Observation can also provide the required information at this level. The structure of the questions should be related to the subject matter at hand.

Tools used at this level may include the use interviews of the participants, electronic exams and printed tests for the participants can be useful.

Level three; transfer

The transfer level; at this stage, the evaluation will base on how the participants of the training will apply the knowledge at/on their work. Because of the complexity of the evaluation, a period of at least 6 months is recommended for the test. The evaluation can be done through the observation of the participants, determine the changes in their behavior and how long the behavior takes. After the evaluation has been done, the practical aspects can be taken into consideration and used to formulate the necessary factors for the individual person’s job.

The tools and technologies used at this level may include examination because studies have shown that online evaluation at this stage is less effective. Observation is another tool used for evaluation.

Level four; results

The last stage will be the evaluation of the outcomes of the training. This being the main goal of the training is very critical in the evaluation process. The results can be measured in terms of a number of reduced accidents at work, a reduction in costs of production, high-quality products, and work efficiency among other key factors. These results can be evaluated through the use of controlled groups, allowing the participant enough time (6 months) to show the changes and clear and close observation of the population of interest.

The technologies and tools used at this stage include yearly evaluations, the new set business targets assessment, and feedback.

AT abandonment Comment by McMahon, Don:

At evaluation is very important when it comes to community development and training. The use of AT ensures that the chosen population understands the problem at hand and the solutions as discussed in the training. However, certain concerns come up which are critical to the training.

Poor training and evaluation: this problem comes where the population for the training was poorly picked and the evaluation process was poorly done. This causes a lack of results and loss of funds. Therefore, the population and the trainers/evaluators should be qualified well enough to produce the desired results.

The other problem could be a lack of understanding or language barrier. This rises where the community is a mixture of different cultures thus creating a language barrier. This is a rare problem because most pieces of training uses a common language. However, it may arise and cause a lack of the expected results after the training.

Lack of better evaluation tools; for the participants to show change they need varied time frame and should be effectively measured. Therefore, the use of poor evaluation methods like shorter period of measuring transferred knowledge (below 3 months) can produce inconclusive results (Reio, Rocco, Smith, & Chang, 2017). The evaluation period should be well structured so as to show the exact picture of the training impact.

Conclusion

The use of Kirkpatrick’s evaluation model is highly recommended. This is because of the way it brings out the stages of evaluation from the point of entry to the output of the trained participants. The tools used in the process, if well used in the required time frame and not exploited, they are able to exhibit the true picture of the training effect on the work product of the participants.

Level4. results

Level 3. Level 3 change in behavior

Level 2. Learning

LEVEL1. Reaction

Source: from Kirkpatrick 1996. Comment by McMahon, Don: Kirkpatrick is not in your references..

Levels	Tools
Level 1: reaction	Feedback from trainers smile sheets and printed/oral reports from participants supervisors
Level 2: learning	Tests., online of evaluators grades, interviews
Level3: behavior change	Evaluation of change in behavior (6 months period). Observation and tests
Level4: results	Observation, examination, and review of set targets for managers.

Source: self-creation 2019.

References Comment by McMahon, Don: References at the top of the page.

Forest, E. (2016). Kirkpatrick Model: Four levels of learning evaluation. Retrieved January 26, 2017.

Reio, T. G., Rocco, T. S., Smith, D. H., & Chang, E. (2017). A critique of Kirkpatrick's evaluation model. New Horizons in Adult Education and Human Resource Development, 29(2), 35-53. Comment by McMahon, Don: Try using hanging indents in Word for your citations.

Stephens, T., De Silva, A. P., Beane, A., Welch, J., Sigera, C., De Alwis, S., ... & Abeynayaka, A. (2017). Capacity building for critical care training delivery: Development and evaluation of the Network for Improving Critical Care Skills Training (NICST) programme in Sri Lanka. Intensive and Critical Care Nursing, 39, 28-36.

Theis, L., Oord, A. V. D., & Bethge, M. (2015). A note on the evaluation of generative models. arXiv preprint arXiv:1511.01844.