Lee, Roadman, and Mamone (1990) recommend a process from establishing validity that has three activities: 1) Determine the level and type of validity required, 2) Determine when to validate measurement instruments, and 3) Document your decisions.
Different levels of validity include: low, medium, and high. Different types of validity include: face, content, concurrent, construct, test item, predictive, and inter-rater agreement. When determining when to validate measurement instruments you must decide which phase(s) throughout your design process will give you the best results you are looking for, or which phase(s) will show you what changes need to be made the best. Always remember to document when and why you did what you did.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
Tuesday, November 27, 2007
Monday, November 26, 2007
Evaluation Plan
Lee/Owens says that there are five steps for creating an evaluation plan: 1) Complete the problem statement section, 2) Complete the solution section, 3) Complete the objectives section, 4) Complete the components of the evaluation plan for each level at which you will evaluate the project, and 5) Complete the executive summary.
In step one, you want to define what the purpose of this plan is and why it is important to be fixed or discussed. In step two, you want to give some ideas on how to fix the problem. In step three, you want to discussed how you want the outcomes in the end to be and how your suggested ideas will get you to that end goal. In step four, you need to complete the following levels that are appropriate for your plan.
Lee/Owens list these levels and actions for each level:
Level 1: Reaction
-Survey construction -Data collection -Data analysis -Expected results -Reporting results
Level 2: Knowledge
-Test construction -Data collection -Data analysis -Expected results -Reporting results
Level 3: Performance
-Observation study construction -Data collection -Data analysis -Expected results -Reporting results
Level 4: Impact
-Study construction -Data collection -Data analysis -Expected results -Reporting results
In step five, you want to restate your problem and briefly rediscuss the purpose of this plan. Then you want summerize and discuss all of your findings from this plan.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
In step one, you want to define what the purpose of this plan is and why it is important to be fixed or discussed. In step two, you want to give some ideas on how to fix the problem. In step three, you want to discussed how you want the outcomes in the end to be and how your suggested ideas will get you to that end goal. In step four, you need to complete the following levels that are appropriate for your plan.
Lee/Owens list these levels and actions for each level:
Level 1: Reaction
-Survey construction -Data collection -Data analysis -Expected results -Reporting results
Level 2: Knowledge
-Test construction -Data collection -Data analysis -Expected results -Reporting results
Level 3: Performance
-Observation study construction -Data collection -Data analysis -Expected results -Reporting results
Level 4: Impact
-Study construction -Data collection -Data analysis -Expected results -Reporting results
In step five, you want to restate your problem and briefly rediscuss the purpose of this plan. Then you want summerize and discuss all of your findings from this plan.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
Evaluation Strategy
Lee/Owens says that there are three activities to complete to form an evaluation strategy: 1) Write an introduction, 2) Determine the requirements to evaluate the results, and 3) Determine what your source of information will be from which you draw your strategy.
The introduction of your evaluation should discuss what the evaluation is for and some background information about what happened. When determining your requirements you want to figure out what parts of the event you are evaluating will be evaluated and how to measure the results. You will also need to figure out how you want to collect and analyze the data you want to receive. Finally, in the third activity you know to site the resources that you used during the event you are evaluated and any resources you may have used to create the evaluation process itself.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
The introduction of your evaluation should discuss what the evaluation is for and some background information about what happened. When determining your requirements you want to figure out what parts of the event you are evaluating will be evaluated and how to measure the results. You will also need to figure out how you want to collect and analyze the data you want to receive. Finally, in the third activity you know to site the resources that you used during the event you are evaluated and any resources you may have used to create the evaluation process itself.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
Monday, November 12, 2007
Purpose of Evaluation
Lee/Owens says that the purpose of evaluation procedure has three steps: 1) Determine whether the measurement variables are organizational or individual, 2) Identify the measurement variables that are individual rather than organizational, and 3) Determine whether the solution will be used commercially.
The purpose of evaluation on the organizational side is to determine if the company is meeting the needs of the people who are buying their products, and to see if their money is being spent in the right way so that they are making the mosy profit and still stay in business.
The purpose of evaluation on the individual side is to determine if that person is doing well at their job, how is he/she compared to others in the company, and where does the boss and that person see he/she in the future (ie. higher job positions or lower job positions).
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
The purpose of evaluation on the organizational side is to determine if the company is meeting the needs of the people who are buying their products, and to see if their money is being spent in the right way so that they are making the mosy profit and still stay in business.
The purpose of evaluation on the individual side is to determine if that person is doing well at their job, how is he/she compared to others in the company, and where does the boss and that person see he/she in the future (ie. higher job positions or lower job positions).
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
Introduction to Multimedia Evaluation
According to Lee/Owens there are four levels of evaluation: Level 1 Reaction, Level 2 Knowledge, Level 3 Performance, and Level 4 Impact.
Reaction measures the response of the trainee based upon how they feel the training will help them be better at their job. Knowledge measures the level of achievement of the course and skills for which the course was for. Performance measures changes in the student as a result of using what was learned in the course on their job over a period of time. Impact measures the businesses return on investments based on the skills that were learned from the training.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
Reaction measures the response of the trainee based upon how they feel the training will help them be better at their job. Knowledge measures the level of achievement of the course and skills for which the course was for. Performance measures changes in the student as a result of using what was learned in the course on their job over a period of time. Impact measures the businesses return on investments based on the skills that were learned from the training.
Lee, W. W., & Owens, D. L. (2004). Multimedia-based instructional design: Computer-based training, web-based training, distance broadcast training, performance-based solutions. San Francisco, CA: Pfeiffer.
Monday, November 5, 2007
Asian professionals prefer training to big bucks
Asian professionals are starting to value training more than money. "With the global war on talent showing no sign of relenting, organisations are striving to balance employee value proposition with more dollars on training and less on base pay to attract, retain and engage employees," Srikanth said.
I wonder how many people sign up for a job just to get expensive training and then leave.
http://in.news.yahoo.com/071102/48/6mqoj.html
I wonder how many people sign up for a job just to get expensive training and then leave.
http://in.news.yahoo.com/071102/48/6mqoj.html
General Dynamics Awarded $146 Million U.S. Air Force Simulations, Training and Experimentation Contract
General Dynamics just won another contract with the Air Force worth $146 Million, that is supposed to help them with planning and analysising future war and mobilization planning."Wargames allow the Department of Defense to mitigate possible operational or strategic surprise through comprehensive research, analysis and planning," said Ken Hess, vice president and general manager of Air Force Systems for General Dynamics Information Technology. "General Dynamics will continue to provide the streamlined, responsive support and guidance that enables the Air Force to successfully achieve its critical mission."
This new wargame will be titled, "Unified Enagement". I wish I had that much money to spend on a virtual system to help me make decisions in life.
http://biz.yahoo.com/prnews/071105/nem072.html?.v=28
This new wargame will be titled, "Unified Enagement". I wish I had that much money to spend on a virtual system to help me make decisions in life.
http://biz.yahoo.com/prnews/071105/nem072.html?.v=28
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