The CIRO approach to evaluate training impact is and another 4 level approach which is
originally developed by Warr,Bird and Racham. It is unique was to classify evaluation
process. This approach consists of four level of evaluation; first letter of each evaluation
forms the word CIRO.
1.
2.
3.
4.
Context evaluation
Input evaluation
Reaction evaluation
Outcome evaluation
Reaction evaluation concerns with obtaining and using information about participants
reactions to improve the HRD process. The distinguishing feature of this type of evaluation is
that it relies on subjective inputs of participants. It can be helpful when collected and used in
systematic and objective manner.
The workplace level: This involves changes that take place at the workplace level in the
learners job behaviour. This can be measured by appraisal, observation, and discussion with
the manager of learner/peers/customers/clients.
The team/department or unit level: This involves identifying changes that take place in
team, department or unit as a result of learning event. It is very difficult to evaluate changes
at departmental level. Changes at departmental level may include alteration in departmental
output, costs, scrap rates, absenteeism, and staff turnover or accident frequency. Unit level
changes may include enhanced productivity rates, reduced labour costs, and reduced
absenteeism and staff turnover rates.
The organizational level: This involves identifying changes that take place in the
organization as whole after the completion of training program. This outcome is also very
difficult to evaluate. The changes which may occur after the introduction of training program
may include change in culture of organization, more flexibility, reduced level of conflict,
enhanced ability to attract and retain valued workers.
BRINKERHOFFS EVALUATION
KIRKPATRICKS 4 LEVELS
Discussion on the subject of evaluation types may appear somewhat academic. However, in
evaluation literature this discussion inevitably leads to the very concrete examples of
evaluation models and schemes. The most famous and applied evaluation model was
Level 1
Reactions
Level 2
Learning
Level 3
Job behaviour
Level 4
Level 5
Ultimate value the financial effects, both on the organisation and the
economy
COMA MODEL
A training evaluation model that involves the measurement of four types of variables
1.
2.
3.
4.
Cognitive
Organizational Environment
Motivation
Attitude
Purpose: to gauge the participants reactions about information and basic human needs
Technique: usually a questionnaire
Key questions: was your time well spent? Was the presenter knowledgeable?