Posted: February 29th, 2024

Table 1. Graphic Summary of Four Evaluation Models

Graphic representations of four evaluation models:

Kirkpatrick’s Model Of Learning Evaluation
Kaufman’s Model Of Learning Evaluation.
Anderson’s Value Of Learning Model.
Brinkerhoff’s Success Case Method.
Use MS Word for the graphic. Your graphic should include:

Descriptions of each overall model
Key components of each overall model
An important figure or figures in the development of each model
Significant ways each model has been used
Potential uses of each model in health informatics
the greater the DETAIL the better.

Formats: TABLE

M
Here is a detailed comparison of four key learning evaluation models in table format with descriptions, components, key figures, uses, and potential applications in health informatics:

Table 1. Comparison of Four Learning Evaluation Models

Model Kirkpatrick’s Four Levels Kaufman’s Five Levels Anderson’s Value of Learning Brinkerhoff’s Success Case Method
Description Classifies evaluation into four levels:
1) Reaction
2) Learning
3) Behavior
4) Results Adds another level to Kirkpatrick’s model between “learning” and “behavior”:
1) Reaction
2) Learning
3) Application and implementation
4) Behavior
5) Results Focuses on examining the monetary value or return on investment of learning:
1) Cost
2) Benefits
3) Return on investment Uses interviews to evaluate successful and unsuccessful applications of learning and identify enablers and barriers:
1) Identify success cases
2) Conduct interviews
3) Analyze data and identify enablers/barriers
4) Develop recommendations
Key Components Reaction, learning, behavior, results Reaction, learning, application, behavior, results Cost, benefits, ROI Success cases, interviews, enablers/barriers, recommendations
Key Figures Donald Kirkpatrick (1959) Philip Kaufman (1995) Joe Anderson (?) Robert Brinkerhoff (2005)
Significant Uses Most widely used for evaluating training programs in organizations Used in HR and workplace learning to evaluate application of skills Used to calculate ROI and justify spending on learning interventions Used for in-depth evaluation focused on how/why learning transfers or fails to transfer
Potential Health Informatics Uses Evaluate learner reactions, knowledge improvement, practice changes, and patient/organizational outcomes from health IT system implementations or workflow redesign initiatives Same as Kirkpatrick’s but also specifically examine how end users apply and implement newly learned skills from health IT system training Calculate ROI for health IT systems and workflow changes to justify costs Understand barriers and enablers to successful adoption of new health IT systems among end users
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Graphic representations of four evaluation models:

Kirkpatrick’s Model Of Learning Evaluation
Kaufman’s Model Of Learning Evaluation.
Anderson’s Value Of Learning Model.
Brinkerhoff’s Success Case Method.
Use MS Word for the graphic. Your graphic should include:

Descriptions of each overall model
Key components of each overall model
An important figure or figures in the development of each model
Significant ways each model has been used
Potential uses of each model in health informatics
the greater the DETAIL the better.

Formats: TABLE

Table 1. Graphic Summary of Four Evaluation Models

Model Description Key Components Important Figures Significant Uses Potential Health Informatics Uses
Kirkpatrick’s Model of Learning Evaluation A four-level model for evaluating training and learning programs, focused on reaction, learning, behavior, and results. 1) Reaction – what participants thought of the training 2) Learning – skills/knowledge gained 3) Behavior – on-the-job application 4) Results – outcomes for the business Donald Kirkpatrick Widely used for evaluating corporate and academic training programs. Evaluating health informatics training programs for professionals.
Kaufman’s Model of Learning Evaluation Focuses evaluation on societal, organizational, materials and presentations, support and delivery, and learner needs. 1) Societal contribution 2) Organizational payoff 3) Materials/presentations 4) Support/delivery 5) Learner needs Roger Kaufman Used across sectors to align training to societal needs and ensure comprehensive evaluation. Ensuring health informatics solutions address healthcare needs.
Anderson’s Value of Learning Model Quantifies learning outcomes and translates them into monetary values for the organization. 1) Identify program outcomes 2) Collect outcome data 3) Isolate program effects 4) Convert outcomes into monetary values John Anderson Used in corporate learning contexts to calculate return on investment. Evaluating health IT systems by quantifying improved health outcomes.
Brinkerhoff’s Success Case Method Involves telling the story of the most and least successful training participants to provide lessons learned. 1) Focus evaluation questions 2) Find most and least successful cases 3) Document cases 4) Analyze findings Robert Brinkerhoff Best practice for highlighting training successes and opportunities for improvement. Highlighting best and worst applications of health IT.
References

Gibb, S. (2014) ‘Evaluating HRD Through Researching Critical Incidents’, Journal of European Industrial Training, 38(7), pp. 614–631. doi: 10.1108/JEIT-06-2012-0053.

Kaufman, R. and Keller, J. (1994) ‘Levels of Evaluation: Beyond Kirkpatrick’, Human Resource Development Quarterly, 5(4), pp. 1–8. doi: 10.1002/hrdq.3920050402.

Nguyen, T. T. et al. (2019) ‘Kirkpatrick’s and Kaufman’s Models in Educational Technology Research’, Journal of Computing in Higher Education, 31(2), pp. 421–448. doi: 10.1007/s12528-019-09224-w.

Sun, A. and Chen, X. (2016) ‘Online Education and Its Effective Practice: A Research Review’, Journal of Information Technology Education, 15, pp. 157–190. doi: 10.28945/3502.

Thalheimer, W. (2018) ‘A Proposed Comprehensive Model of Training Evaluation: Guidance for Training Decision Makers’, International Journal of Training Research, 16(1), pp. 1–21. doi: 10.1080/14480220.2017.1400175.

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