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Brinkerhoff’s Success Case Method

Evaluation Model

Carolyn Beck

Description

HISTORY

Developer: Robert Brinkerhoff

Date of developement: 2003

Key take aways:

  • Acronym (SCM)
  • Made in response to the Kirkpatrick Model
  • Goes beyond the training
  • Focuses on the successes and failures of a training
  • Does not measure average cases

(BetterEvaluation. http://www.betterevaluation.org/en/plan/approach/success_case_method)

OBJECTIVES

  • Focuses on success and failure stories as leverage for what works, what doesn't work, and how to improve future innovations.
  • Answers the following four questions:
  • "What is really happening?
  • What results, if any, is the program helping to produce?
  • What is the value of the results?
  • How could the initiative be improved?"

(Brinkerhoff, 2009, pg. 7)

MORE SPECIFIC QUESTIONS S...

MORE SPECIFIC QUESTIONS SCM ANSWERS!

  • "Who is using the new methods, and who is not?

• What parts of new innovations are getting used, and what

parts are not?

• How widespread is usage?

• What groups or subgroups are making the least, or most, use

of new techniques?

• When are methods being used, and with whom?" (Brinkerhoff, 2009, pg. 8)

MODEL AT A GLANCE

SCM at a Glance

Step 2. All staff survey

Step 4. Interview trainees of success stories

Step 1: Define evaluation model objectives

Step 3. Identify success and failure stories

Step 5. Immediately apply results to improve innovation

(Brinkerhoff, 2005, pgs. 96-97)

Breakdown of SCM Model

"1. Focusing and planning a Success Case study

- Creating an “impact model” that defines what success should look like

-Designing and implementing a survey to search for best and worst cases

2. Use survey data to identify the success stories

3. Interviewing and documenting success cases

4. Communicating findings, conclusions, and recommendations"

5. Implement the areas of success and eliminate areas of failure to improve innovation

(BetterEvaluation. http://www.betterevaluation.org/en/plan/approach/success_case_method)

FACTS

FACTS

-Proven great ROI (return-on-investment)

-Does more than justify a tainings purpose

- Illustrates the "good" that is happening in a company

- The following companies follow this model: Hewlett Packard, Delta Airlines, Ingersoll Rand, Daimler Chrysler, Pfi zer, and Pitney Bowes

(Brinkerhoff, 2009, preface)

PROS & CONS

Pros and Cons

Pros:

  • Provides specific examples of what will improve trainings by studying the least and most successfully cases
  • Quick and easy method
  • Motivates employees by giving immediate feedback
  • Tells evaluators immediately what worked and what did not

Cons:

  • SCM is biased on the cases it evaluates
  • Relys mostly on input

(Brinkerhoff,2009, pgs 6-7)

References

REFERENCES

#1

Better Evaluation. http://www.betterevaluation.org/en/plan/approach/success_case_method

# 1

# 2

# 2

Brinkerhoff, R. (2005)The Success Case Method: A Strategic Evaluation Approach to Increasing the Value and Effect of Training. Retrieved: https://www.researchgate.net/profile/Robert_Brinkerhoff2/publication/237773207_Training_The_Success_Case_Method_A_Strategic_Evaluation_Approach_to_Increasing_the_Value_and_Effect_of/links/544114170cf2a76a3cc75b6a/Training-The-Success-Case-Method-A-Strategic-Evaluation-Approach-to-Increasing-the-Value-and-Effect-of.pdf

# 3

# 3

Brinkerhoff, R. (2009). The Success Case Method:

Find Out Quickly What’s Working and What’s Not. Retrieved: https://www.bkconnection.com/static/The_Success_Case_Method_EXCERPT.pdf

#4

Brinkerhoff, R. 2009. Telling Training’s Story:

Evaluation Made Simple, Credible, and Effectiv. Retrieved: https://www.bkconnection.com/static/Telling_Trainings_Story_EXCERPT.pdf

#4

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