Job Aids and Performance Tools
S.M.A.R.T.
When creating performance objectives the S.M.A.R.T. acronym can be very helpful. A good Performance objective should answer the following questions.
Kirkpatrick's Model of Learning Evaluation
Kirkpatrick's Model of Evaluation is used to analyze and evaluate the results of the training. Kirkpatrick's model has four levels of training evaluation.
Kirkpatrick's Model of Evaluation is used to analyze and evaluate the results of the training. Kirkpatrick's model has four levels of training evaluation. Level 1 is the reaction level, this is where you want to ask, did the learner enjoyed the training?. Level 2 is the learning level. At this level, the trainer needs to find out if the learning transfer occurred? Level 3 is the impact level. In the impact level, the trainer needs to define if the training changed the behavior of the trainee. Lastly, there is level 4 the results level. At this level, the trainer wants to know if the training has changed the performance of the trainee.
Mager and Pipe's Model
The performance analysis flow diagram is broken into seven sections each part has a series of questions that help you decide the next steps to follow.
Mager and Pipe's
Performance Analysis Flow Diagram
The Dick and Carey Model
The Dick and Carey Model is an Instructional System Design (ISD) model that has nine steps:
-
Identify Instructional Goals
-
Conduct Instructional Analysis
-
Identify Entry Behaviors and Learners Characteristics
-
Write Performance Objectives
-
Develop Assesment Instruments
-
Develop Instructional Strategy
-
Develop and Select Instructional Materials
-
Design and Conduct Formative Evaluation
-
Design and Conduct Summative Evaluation
There is one more step: to revise training as needed.
For more information visit the link below: