How can you evaluate the effectiveness of instructional design models in employee learning?

1 Criteria for evaluation

When evaluating instructional design models, it's important to define what you want to measure and how you will measure it. Common criteria include relevance, which looks at how well the model addresses the learning needs and goals of the employees and organization; efficiency, which examines how well the model uses available resources, time, and budget; engagement, which looks at how well the model captures and sustains learner interest; effectiveness, which evaluates how well the model achieves desired learning outcomes; and satisfaction, which assesses how well the model meets or exceeds learner expectations.

2 Methods for evaluation

To collect and analyze data on the criteria for evaluation, you can use different methods depending on the type and level of information you need. Surveys, tests, observations, interviews, and portfolios are all common methods for evaluation. Surveys can measure feedback from learners and stakeholders on their perceptions, opinions, and attitudes towards the model and learning experience. Tests can assess knowledge and skills before and after training. Observations can monitor behavior and performance during or after training. Interviews can explore experiences, perspectives, and insights of learners and stakeholders. Portfolios can collect and showcase work and achievements throughout the training. Each method has its own advantages in providing valuable data for evaluation.

3 Examples of models

When selecting an instructional design model, you can choose from or adapt a variety of popular models to suit your training context and objectives. For example, the ADDIE model is a linear and systematic approach that consists of five phases: Analysis, Design, Development, Implementation, and Evaluation. This can be evaluated using surveys, tests, observations, interviews, and portfolios. The SAM model is an iterative and agile approach with three stages: Savvy Start, Iterative Design, and Iterative Development. This can be evaluated through rapid prototyping, testing, feedback loops, and involving learners and stakeholders in the design and development process. Gagne's Nine Events of Instruction is a sequential and cognitive model with nine events that facilitate learning. This can be evaluated through surveys, tests, observations, and interviews to measure learner attention, motivation, recall, understanding, application, feedback assessment and retention of learning content.

4 Tips for evaluation

To conduct a successful evaluation of instructional design models, it is important to plan an evaluation strategy that aligns with training objectives and outcomes. Involving learners and stakeholders in the evaluation process by asking for their input and feedback is also essential. Additionally, using multiple methods to evaluate the model, such as collecting both quantitative and qualitative data from different sources, can provide a comprehensive and balanced picture of the model's strengths and weaknesses. Finally, the results of the evaluation should be analyzed and reported in a clear and meaningful way; descriptive and inferential statistics, visual aids, and narrative summaries should be used to highlight key findings, implications, and recommendations for the model and training.