Week 3
Section III - Evaluation in Instructional Design

The two models I decided to review are Anderson's Value of Learning Model and Kaufman's Model of Learning Evaluation.

These models were both listed, in my research, along with Kirkpatrick and Stufflebeam to be among the more popular models used in industry along with the others we studied earlier. (Downes, 2016). When I first began to read this section it did not make much sense to me why we were reading information that was geared towards business and industry practices.  It wasn’t until I got further in my readings that I discovered from the background information that is how this whole process began with evaluating on-the-job performance and how well workers understand how to do their jobs. It’s always about the money. Plus the role that effective return on investment (ROI) into human capital, man gaging on-site and virtual design teams along with performance and support, Knowledge management and learning all work together to produce that perfect worker.

Several other models that are well-known are:

• Dick and Carey Systems Approach Model published in 1978; with ten components. http://en.wikipedia.org
• Merrill’s First Principles of Instruction; with four learning phases. www.mdavidmerrill.com 
• Action Mapping www.blog.cathy-moore.com
• Kemp’s Instructional Design Model with nine different components. www.edutechwiki,unige.ch

 My two are listed below:

 First, the Anderson Model – Anderson’s model has a three-stage cycle:

1. Determine current alignment against strategic priorities.
2. Use a range of methods to assess and evaluate the contribution of learning.
3. Establish the most relevant approaches for your organization. What measures should one use? (Watershed Insights, 2016)

The categories that he recommend to evaluate depends on the stakeholders’ values. In reviewing the chart you can see the exact break down of how he evaluates each stage. His model focuses on the alignment between learning program’s goals and the strategic goals of the organization. Felt that we cannot evaluate the success of the learning program unless these goals are met.

 First the Anderson Model -

Anderson's Value of Learning Model 

  

 

From <https://www.watershedlrs.com/blog/anderson-learning-evaluation?utm_campaign=Learning_Evaluation&utm_medium=blog&utm_source=learning%20evaluation>

Kaufman's Model of Learning Evaluation - Kaufman builds on the research done from Kirdpatrick with two important changes or additions.

1. Kaufman splits Kirkpatrick level 1 into "input" and "process." Input is the learning materials and resources available to learners. Process relates to the actual deliver of the learning experience.
2. Kaufman adds a fifth level above organizational benefits to look at the benefits to society as a whole or to a business' clients.

 

From <https://www.watershedlrs.com/blog/kaufman_learning_evaluation_overview>

 

Both of these models would be helpful by giving the instructor a detailed in-depth look at how the student is learning and if the materials taught are being processed as usable knowledge to solve problems that they may encounter. Learning is of no value if it cannot be adapted to the needs of the end users. We ultimately are preparing students for the job market and their ability to learn on-the-job task efficiently. When we can practice this in the classroom we reinforce the skills that they will need for later employment.

 If we look at educating our youth as the final goal to preparing them for work then we have to look at it on all facets. So, return on investment, management of all resources and learner satisfaction must all be considered. We want children to have some level of pride in a job well done. If this is emphasized and taught from at an early age we will create a work force that will enjoy what they do and take that extra step to do it well. We can never forget the history of ID; its beginnings all relate to literate effective workers who can be self-directed and self-motivated to do any task industry is trying to fill.

The authors of our text dedicated a whole chapter on “return on investment” (ROI) if this was not a vital aspect of the process I’m sure it would not have warrant a whole chapter of explanations. We must always look at the bottom line of profits and lost.  That’s the industry’s way of evaluating whether something is worth our time or not.  We must look at our teaching mythology the same way. Are we teaching students to be trainable employees and is the way we’re doing it worth our time? Our product should be a global worker who can tackle any task and learn easily and willing to face unknown challenges.

Section IV - HPI & HPT Plus Informal Learning

This section was so loaded with acronyms I had to start a list with the meaning of each to keep up with the writings. The terminology is a little self explanatory Human Performance Improvement (HPI) and Human Performance Technology all relate to getting the job done and getting it done well and cost effectively. But when I got to Chapter 17, Informal Learning, that is where I found my niche. I am a proponent of informal learning and its value in educating all young children. In the opening statements I found a worthy pithy quote by Winston Churchill that stated: "Personally, I'm always ready to learn, but I do not always like being taught." I looked at that statement and found profoundness in the words.  When you can take a child or any individual outside of the formal sitting and make that learning fun it becomes what I call one of my favorite statements "learning is fun; but fun work."

 We have managed to take all the fun out of learning and replaced it with "stressed testing." When you can take a learner outside of the normal teaching/learning environment it gives them the opportunity to learn without the stress of learning.  It just kinda happens and what's so wonderful about it children don't even realize it until its already done.

When I taught middle school science i would just take the class outdoors and spend time making observations and allowing students to ask questions and giving quick answers, not that detailed from the textbook definitions for stuff, just common sense answers.   You would be surprise the connections that can be made once you return to the formal classroom. Informal situations may not solve all problems, but we all learn better and more in a relaxed environment with no pressure to retain any particular concept or task. We just learn by trial and error and gentle prodding. The students would begin to ask when were we going outside again to do some science. It's the kind of learning children use to do before formal schooling was developed but the problem was too many parents had little to no education and therefore could not build on that information from that nice informal setting. They really did not that formal component.

Museums and theme parks take advantage of these types of settings to educate the public on many issues. There was a blog site that I found that discussed the value of informal learning with the aid of SMEs(Small and Medium Enterprises). The writer said: "the highest level of learning with the deepest cognitive impact is informal learning. It's what we call those precious learning moments where passion and curiosity meet to break all motivation and knowledge barriers. It is the self-directed learning that is triggered by an intrinsic drive and continues until all objectives in performance and knowledge have been achieved"  (Laskaris, 2015).  How beautifully stated, he listed six benefits of informal learning. I have condensed them below:

 Gathering and collecting knowledge is easier because of all the exhaustive media and devices we have  at our fingertips

1. Learning informally is more relaxing and less threatening
2. SMEs are willing to share more knowledge and expertise
3. Its close to natural way of learning and people tend to follow the pathway that best suits them
4. Resistance to learn new concepts is lower
5. Boredom and procrastination are replaced with excitement and curiosity. (Laskaris, 2015)

 

The blog touched on some important aspects of informal learning and discussed a brief comparison to formal settings where informal learning situations might not be the best idea. But by and large it focused on the informal method as a relaxed way to learn and to gain information from others who are more knowledgeable in the field.

 Every corporate concern and now some volunteer organizations have what is called "happy hours" so that employees can meet in an informal setting.  They talk shop and learn from the more seasoned employee. It also gives them a chance to unwind after the stress of the regular day. Teachers do it in the Teacher's Lounge at planning periods and lunch breaks. New teachers to the profession can learn such skills as handling classroom disciplinary problems to sharing a new app that the children enjoyed.

 Our professors try to give us a kind of informal relaxed feel by giving us an open forum to share ideas and new discoveries when we met on line in discussion threads. Even through it is a formal class the discussion threads are geared towards informality so that all will feel comfortable sharing.

As with anything one thing does not solve all problems, but if we carefully balance these things we can get a better end product, where performance support, knowledge management systems, and informal learning can meet collaboratively to solve many of industries problems.

References:

Downes, A. (2016, January 20). 4 Learning Evaluation Models You can Use. Retrieved from eLearning Industry: https://elearningindustry.com/4-learning-evaluation-models-can-use

Laskaris, J. (2015, November 25). Talentlms. Retrieved from Loosen Your tie and let down your hair: https://www.talentlms.com/blog/6-benefits-of-informal-learning/

Rossett, A., & Hoffman, B. (2012). Informal Learning. In R. A. Reiser, & J. V. Dempsey, Trends and Issues in Insructional Design and Technology (pp. 169-177). Boston: Pearson.

Watershed Insights. (2016, January 6). An Overview: Anderson's Model for Learning Evaluation. Retrieved from Watershed Insights Blog: https://www.watershedlrs.com/blog/anderson-learning-evaluation?utm_campaign=Learning_Evaluation&utm_medium=blog&utm_source=learning%20evaluation