Chapter 10 Book: The Essentials of Instructional Design 3rd edition ISBN-13: 978
ID: 351392 • Letter: C
Question
Chapter 10
Book: The Essentials of Instructional Design 3rd edition
ISBN-13: 9781138797079
here is a copy of the book:
https://ikhsanaira.files.wordpress.com/2016/05/the-essential-of-instructional-design.pdf
Case Study You have been contracted by a large law firm (approximately 50 employees) to design its intranet. The firm would like the following initial functionalities built into the intranet: client billing, document uploading and retrieval, and a calendar of firm events (e.g., court and deposition dates and times, scheduled vacations, etc.) As part of the contract, you have been asked to provide training to the paralegals and legal secretaries working at the firm. Using Kirkpatrick's Four Levels, what type of evaluation do you recommend? You do NOT need to develop the actual evaluation instruments-just explain how you would evaluate each level Level 1-Reactions Level 2-Learning Level 3-Transfer Level 4--ResultsExplanation / Answer
Level 1- Reactions - This would involve an anonymous attitude survey of the participant. A participant can share things freely when he knows it is anonymous. Survey could include questions given below and the questions would need to be rated on a scale of 5, 1 being lowest and 5 being highest
Level 2 - Learning - This can be evaluated by conducting a test prior to training and conducting a test post-training. The scores can be compared to see if there has been an increase of knowledge and understanding.
Level 3 - Transfer - We can evaluate this by the change of behavior and application of skill earned during training on the job. This can be evaluated using participant survey seeking information if they have used the skill they acquired or not. If yes, then how has it helped? If not, is there any specific reason for it? Further, there can be focused interviews with participant's manager to check if there has been any application of learnings from the training.
Level 4- Results - We need to define a timeline for evaluation of results post-training. For example - In this case, we will evaluate results with a 3 months data. If say, billing errors have reduced post-training from 30% to 10% then the training has been effective in reducing the billing errors. Similarly, parameters and criteria can be set for goals you seek to achieve after the training is received.
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