ADDIE.evaluation

ADDIE.evaluation - Advances in Developing Human Resources

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http://adh.sagepub.com Resources Advances in Developing Human DOI: 10.1177/1523422306293007 2006; 8; 528 Advances in Developing Human Resources Greg G. Wang and Diane Wilcox Training Evaluation: Knowing More Than Is Practiced http://adh.sagepub.com/cgi/content/abstract/8/4/528 The online version of this article can be found at: Published by: http://www.sagepublications.com On behalf of: Academy of Human Resource Development can be found at: Advances in Developing Human Resources Additional services and information for http://adh.sagepub.com/cgi/alerts Email Alerts: http://adh.sagepub.com/subscriptions Subscriptions: http://www.sagepub.com/journalsReprints.nav Reprints: http://www.sagepub.com/journalsPermissions.nav Permissions: http://adh.sagepub.com/cgi/content/refs/8/4/528 SAGE Journals Online and HighWire Press platforms): (this article cites 20 articles hosted on the Citations © 2006 SAGE Publications. All rights reserved. Not for commercial use or unauthorized distribution. at FLORIDA INTERNATIONAL UNIV on January 6, 2008 http://adh.sagepub.com Downloaded from
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Training Evaluation: Knowing More Than Is Practiced Greg G.Wang Diane Wilcox The problem and the solution. Training program evaluation is an important and culminating phase in the analysis, design, develop, implement, evaluate (ADDIE) process. However, evaluation has often been overlooked or not implemented to its full capacity. To assess and ensure the quality, effectiveness, and the impact of systematic training, this article emphasizes the importance of summative evalu- ation at the last phase of ADDIE and presents developments toward a summative evaluation framework of training program effectiveness. The focus is the connection of final summative evaluation to the direction provided by the analysis phase and the concerns of the host organization. Keywords: formative evaluation; summative evaluation; ISD; outcome evaluation; impact evaluation As a systematic process for developing needed workplace knowledge and expertise, instructional systems design requires an evaluation component to determine if the training program achieved its intended goal—if it did what it purported to do. However, evaluation, the last phase of the ADDIE (analysis, design, develop, implement, evaluate) model, is often overlooked when orga- nizations create and implement training programs. Strictly speaking, the larger view of evaluation may not be treated as a separate phase during the process. It is indeed an ongoing effort throughout all phases of the ADDIE process A number of reasons have been noted for organizations failing to conduct systematic evaluations. First, many training professionals either do not believe in evaluation or do not possess the mind-set necessary to conduct evaluation (Swanson, 2005). Others do not wish to evaluate their training programs because of the lack of confidence in whether their programs add value to, or have impact on, organizations (Spitzer, 1999). Lack of evaluation in training
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ADDIE.evaluation - Advances in Developing Human Resources

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