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LMS Evaluation Program

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on 6 June 2016

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Transcript of LMS Evaluation Program

Measure Training Effectiveness

The Training System

Evaluation: Critical Components Checklist
Measurement Framework
Kirkpatrick's Business Partnership Model
LMS Evaluation Program
Needs Assessment & Planning

to provide all required info for training design, delivery, & program evaluation
to ID nature of performance gap
links between vision, desired result, critical behaviors, & indicators.
critical for successful evaluation & training effectiveness

Design & Execution
training objectives derived from critical behaviors
pre-training & training materials & events
training delivery
drivers for OTJ learning transfer
measurement tools & methods
measurement at Levels 1-4
Demonstration of Value
all evidence organized in context of stakeholder needs
connection made between training & mission accomplishment
collateral benefits included in chain of evidence
Measurement Strategy
Outlines what should be measured (e.g., customer satisfaction)
What measurement framework to be used
What measures should be applied (e.g., metrics)
Necessary resources for measurement
Preparation to accept & implement results
#1 Measurement Framework
Which theoretical model to use?
#3 Resource Alignment
Financial considerations
Human resources (people)
Data systems: collection, storage, processing, & reporting
L1: User Judgements
Affective Judgements
Satisfaction w/ instructor, administration, testing
Utility Judgements
Relevance to job
Relevance to OTJ preparation
Relevance to future OTJ prep.
Training Difficulty

L2: Learning
Immediate post-training knowledge
Knowledge retention
Behavioral skill demonstration

L3: Behavior
Skill Transfer
To what extent are the training behaviors manifesting OTJ?
All 4 Kirkpatrick's Levels & collateral benefits
L1-2 = effectiveness of training
L3-4 = training effectiveness to org. goals
L5 = collateral benefits
Type of Data
Qualitative & quantitative
Criterion- & normative
formative & summative
objective & subjective
across time dimensions

Measurement Questions
Is the training producing desired OTJ behavior?
Is the desired behavior aligned with organizational goals?
How does this training program compare to other training programs or none at all?
Do the outcomes justify the cost?
What is the evidence for reliability & validity?

Based on Jim Harvey's speech structures
#4 Cultural Readiness
Preparation to receive & implement the measurement information.
#2 Measurement Selection
What is our definition of effectiveness?
What are the questions we are trying to answer with our measures?
Who are the stakeholders?
Determine training effectiveness, not just effective training.
Evaluation Processes
Starts with end goal
Build with client in BPM
Progress from need, to business goal, to critical behaviors, to key indicators (criteria)
Record access (HR, departments, finance)
Request for validation
L4: Results
Departments' Reports & Records
customer satisfaction
training (cost/resources)
Composite scores for broader ROI
Start at the end: the need & needs analysis in the context of organizational goals.
Person, organization, and task/KSAO analysis form the objectives that suggest criterion measures (metrics).
Deficient analyses = deficient measurements = deficient outcomes = threat to training program.
It all starts at the needs assessment.
Establishing the business partnership model for collaboration
Opening the space needs assessment
Establishing process thinking
Establishing drivers
Establishing consensus
Accounting for existing programs in context of model.
Next Steps

Gather TDS consensus & input
Refine the LMS system beginning with intake
ID points of convergence & divergence with existing process (Playbook) & address.
Strategize to effectively introduce to stakeholders.
Full transcript