materi tot ba-evaluasi program pelatihan
Post on 08-Apr-2016
26 Views
Preview:
DESCRIPTION
TRANSCRIPT
Evaluating
“The reason for evaluating is to determine the effectiveness of a training program.” (Kirkpatrick, 1994, pg. 3)
Reasons for Evaluating Kirkpatrick gives three reasons ‘why’
there is a need to evaluate training:
1.“To justify the existence of the training department by showing how
it contributes to the organizations’ objectives and goals.”
Reasons for Evaluating 2. “To decide whether to continue or
discontinue training programs.”
3. “To gain information on how to improve future training programs.”
(Kirkpatrick, 1994, pg. 18)
Evaluasi Aktifitas membandingkan antara standar keberhasilan
program dengan keterlaksanaan Program.
Memberikan penilaian terhadap hasil pembandingan.
Keterlaksanaan program dapat diketahui dari aktifitas melakukan pengukuran.
Untuk melakukan pengukuran membutuhkan instrumen (alat ukur)
Menghasilkan informasi menegani ketercapaian program
mami hajaroh, evaluasi program 7
Evaluasi adalah proses dari Persetujuan terhadap standar-standar program Penentuan apakah ada ketidaksesuaian yang
muncul antara beberapa aspek program dengan standar-standar yang mempengaruhi aspek-aspek program tersebut.
Penggunaan informasi untuk mengidentifkasi kelemahan program.
Evaluasi untuk memperbaiki, mendiagnosis, dan mengobati tp juga menyembuhkan (evaluation to improve not to proof)
Model CIPP
Stuffle beam's CIPP Evaluation Model
Stuffle beam's CIPP Evaluation Model in brief..
Model Stake
april 2008, mami hajaroh stake's model 12
rationale
intents observation standards judgment
antecedents
Outcomes
transactions
Descriptive matrix Judgment matrix
april 2008, mami hajaroh stake's model 13
Descriptive data from one program
Standart of excellence
Descriptive data from another program
Judgment
Absolut comparison
Relative comparison
Model Kirkpatrics
Model Evaluasi Kirkpatrick
The Four Levels
Reaction
Learning
Behavior
Results
“The Four Levels represent a sequence of ways to evaluate (training) programs….As you move from one level to the next, the process becomes more difficult and time-consuming, but it also provides more valuable information.” (Kirkpatrick, 1994, pg. 21)
Reaction: is the measuring of the reaction of
the participants in the training program.
is “a measure of customer satisfaction.” (Kirkpatrick, 1994, pg. 21)
Learning:
is the change in the participants’ attitudes, or an increase in knowledge, or greater skills received, as a result of the participation of the program.
Learning The measuring of learning in any training program
is the determination of at least one of these measuring parameters:
Did the attitudes change positively?
Is the knowledge acquired related and helpful to the task?
Is the skill acquired related and helpful to the task?
Behavior Level 3 attempts to evaluate how
much transfer of knowledge, skills, and attitude occurs after the training.
The four conditions Kirkpatrick identifies for changes to occur:
Desire to change
Knowledge of what to do and how to do it
Work in the right climate
Reward for (positive) change
When all conditions are met, the employee must:
Realize an opportunity to use the behavioral changes.
Make the decision to use the behavioral changes.
Decide whether or not to continue using the behavioral changes.
When evaluating change in behavior, decide:
When to evaluate
How often to evaluate
How to evaluate
Guidelines for evaluating behavior: Use a control group
Allow time for change to occur
Evaluate before and after
Survey/interview observers
Get 100% response or sampling
Repeat evaluation, as appropriate
Consider cost versus benefits
Results
Level 4 is the most important and difficult of all - determining final results after training.
27
Reaction - What Is It? Bagaimana kecenderungan rekasi partisipan
pada pelatihan(“Customer satisfaction”) Mengumpulkan reaksi pada instruktur,
pembelajaran dan lingkungan belajar.
Berkomunikasi dengan peserta bahwa umpan balik mereka dihargai
Dapat memberikan informasi kuantitatif
28
Reaction - What It Looks Like
Questionnaire - Most common collection tool Content: I enjoyed the content.
Methods: The seminar approach helped me learn.
Media: The AVs were helpful to me.
Trainer style: I liked the instructor.
Facilities: The room was useful for my learning.
Course materials: The materials provided make my learning better.
SD: 1 2 3 4 5 6 :SA
29
Reaction - How to Perform Menentukan apa yang ingin diketahui
mendesain instrumen untuk mengumpulkan / mengukur reaksi
lakukan Segera
Mengembangkan standar skor yang dapat diterima
Follow-up yang sesuai
30
Learning - What Is It?
Knowledge
Skills
Attitudes
31
Learning - What It Looks Like
Media used to measure learning: Text: I felt the textbook help me learn. Voice: The audio materials increased my
knowledge. Demonstration: I learned well from the
demonstration.
Methods used to measure learning: Interviews Surveys Tests (pre-/post-) Observations Combinations
32
Learning - How to Perform
Menggunakan kelopok kontrol jika fisibel. Use a control group, if feasible
Mengevaluasi pengetahuan, ketrampilan dan atau perilaku sebelum dan setelahnya.
Menggunakan 100% partisipan atau sampel.
Follow-up yang sesuai
33
Behavior - What Is It?
Transfer pengetahuan, ketrampilan dan perilaku dalam kehidupan nyata (the real world)
Measure achievement of performance objectives
Mengukur prestasi dari performent tujuan-tujuan
34
Behavior - What It Looks Like
Amati performer, langkah pertama
Survei orang yang menjadi kunci yang mengamati performer
Gunakan checklist, kuesioner, wawancara, atau kombinasi I believe coming in early is helpful.
I work better on the new production system.
35
Behavior - How to Perform
• Mengevaluasi sebelum dan sesudah pelatihan
Memungkinkan cukup waktu sebelum mengamati
• Survei orang yang menjadi kunciPertimbangkan biaya vs manfaat
100% partisipasipan atau sampling
Evaluasi di ulang pada interval yang tepat
Menggunakan kelompok kontrol
36
Results - What Is It?
Menilai "Intinya," hasil akhir
Definisi "hasil" bergantung pada tujuan dari program pelatihan
37
Results - What It Looks Like
Tergantung pada Tujuan Program Pelatihan Quantify: productivity, improvement
Sample Questions: I believe the new system has improved productivity. My training has allowed me to be more productive. My boss is a better leader after my training.
38
Results - How to Perform
MengGunakan kelompok kontrol
Menyediakan waktu untuk hasil yang akan direalisasikan
Mengukur sebelum dan sesudah program
Pertimbangkan biaya versus manfaat
Puas dengan bukti ketika bukti tidak memungkinkan
top related