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week_4_peer_discussions.docPEER RESPONSES: WEEK 3 - DISCUSSION 1 3
Week 4 - Discussion 1
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12/1/2016 6:02:23 PM
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The CIRO (context, inputs, reactions, outcomes) method for training evaluation is objective based in the long run. Context is referring to the environment that the training was used for and if it effectively should have met the needs of the organization. This also applies to how the objectives were chosen. The inputs evaluation focuses on the participants and the equipment and facilities needed for the program. This includes budgets as well as stakeholders and anyone involved in the process. The reactions evaluation gauges the reactions of the trainees to the training program. It is important that they receive the training well so they can implement it and encourage others to do so. The outcomes must be measurable against the objectives that were first put in place. An example of this would be my current project at work. I am the process owner for a LEAN event. Part of our lean event is starting with a project charter, an SOP, and a SIPOC. The charter contains team members, current metrics and project goals. The SIPOC identifies the suppliers, inputs, process, outputs, customers involved in the process. At the end of the project, to conduct a CIRO evaluation, we would look closer at the project charter and the SIPOC to evaluate the context and inputs. The reactions of employees are being gauged during the project but also after the project is completed we will do a follow up to see if there are unmet needs and if the trainees were happy with the LEAN event. We will identify if the employees thought the GEMBA walk and KAIZEN event were useful to the task at hand. The outcomes will be evaluated based on if our new processes were implemented and if we improved our performance metrics. We will also evaluate if the employees learned new skills. The CIRO method can be a great tool for measuring training effectiveness because it focuses on a well thought out plan as well as metrics. There is a lot of information that must be analyzed in the CIRO method such as who is involved and why the training is taking place. There are also downsides to the CIRO method. If you do not have specific goals in place it can be hard to measure. You may also lose focus and might not be able to put all of your attention to the problem at hand. You may end up with excess data that does not help the CIRO evaluation. Kopp, D. M. (2014). Human resource development: Performance improvement through learning . San Diego, CA: Bridgepoint Education.
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12/1/2016 11:29:13 PM |
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Stufflebeam's CIPP model of evaluation is decision focused approach to evaluation; it emphasizes the systematic provision of information for program management and operation. (Koop, 2013) CIPP stands for context, input, process, and product which are the four different aspect points of this model. Each aspect shows the relevant needs for the decision making more effective in each phase. Advantages of this model are that it can help develop a more concrete understanding of the goals and outcomes that the program or training is intended. Also it can promote an analysis of the program's efficiency and cost effectiveness.(Brewer, 2011) While this methods help planning, structural, implementing, and recycling decisions it all depends on the information gathered which can be a big disadvantage. Information that is gathered can be from a perspective that may be interpreted in a wrong way which in the outcome alter decision making. Kopp, D. M. (2014). Human resource development: Performance improvement through learning. San Diego, CA: Bridgepoint Education. www.irma-international.org/viewtitle/45369 www.irrodl.org>Home>Vol14,No3(2013)
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Week 4 - Discussion 2
The transfer of learning is dependent on the student’s perception of the organizations atmosphere where the fundamental elements of individual expert knowledge, perceptual concept, joint objectives, group education and organizational understanding are prevalent (Kopp, 2014). Expert knowledge is essentially personal development, meaning that a how far they want to go towards becoming an expert in their field. In this element the organization is supportive of the employees endeavor. Perceptual concept is someone’s point of view of the occurrences. In an organization this means concentrating on the method of the handover. Joint objectives is the when the organization and the students work towards the same end state together through jointly developed strategies. Group education is working together as a whole instead of individuals, so the exchange of knowledge can be passed on a larger scale. Organizational understanding is how an organization conducts itself and with the personnel in it. Through evaluation the organization can determine how to be more effective (Kopp, 2014). Basically, these elements represent an organization that is working towards improvements through performance and behavior through a positive learning environment.
My organization is a learning organization. Changes occur all the time with leadership changes, but no matter who is in charge of the organization subject matter experts are used to work together towards a desired outcome. Those who have the most knowledge on the matter share their knowledge, so that the group can develop a road map to get to the completed task. For example as the First Sergeant I had to have a general knowledge of what the Airmen did, but I had to deep knowledge of the organization as a whole and how to develop our Airmen to be good citizens not just good Airmen. When there were events being held within one of my organizations I would be there to guide and mentor the team, through my experiences.
Reference
Kopp, D. M. (2014). Human Resource Development: Performance through Learning. San Diego: Bridgepoint Education, Inc.
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12/1/2016 7:29:17 PM |
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The characteristics of a learning organization is that it is a systems thinking process which is used to access an organization and has systems that measures a trainees performance. This also is a cornerstone for the learning environment as well. A learning organization is a commitment from a trainee that processes the learning organization that is continuously on learning mode. The learning organization is a process that has to be acquired and not possessed. The learning organization is broken down into several different mastering which are personal, team, shared vision, and mental models. Each one of these terms are each combined together to work as a team. Team mastery is beneficial in order for the team to learn. It helps employees grow into what they need to become and learn how to problem solve. In this particular mastery you have to use dialogue and discussion which are both essential to the learning organization which will lead into the development of having open communication. Personal mastery is based on knowing that without having to deal with things on a personal level the learning organization will not happen. With having a shared vision each one of the trainees can develop and share their views of what the future has in store for them and gain a sense of being a long-term and fundamental process. Lastly, is mental models which are based on trainees having the assumption or visions that are based upon how they understand the world from their own point-of-view. With have a mental model employees learn new skills and new orientations which will give them a need to have an open-mind. I do believe that with each one of these characteristics that this is a learning organization because these terms each have something that will always go back to the understanding that this is how we learn no matter what learning organization that you are in. Things have to be mastered and achieved and without these characteristics that are developed into each learning organization will help generate a better future for trainees within the future.
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