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Combing financial and non-financial measures to drive business outcomes and drive the future

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What's great about it:
- strategic
- enables leaders to focus on important performance outcomes
- balances the 4 perspectives of financial, customer, process, and employees
- addresses weaknesses of other models by being clear about what is measured, and what is linked to individual group, and organizational goals

Unique elements:
- regular monitoring is made possible because all goals are side by side
- immediate action planning can be done quickly as it illustrates the system of effect
- automated and color-coded allows for a balanced view and that no perspective is less than the other

Characteristics:
- Financial data
- Customer Perspectives
- Business Processes
- Employee (learning and growth)

References:
https://ateneo.instructure.com/courses/27361/pages/balanced-scorecard?module_item_id=1413538
https://www.investopedia.com/terms/b/balancedscorecard.asp

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Holton's HRD Evaluation, Research, and Measurement Model

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Holton's HRD Evaluation, Research, and Measurement Model

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The original model was developed as a critique of the Kirkpatrick 4 Level model. According to Holton, outcomes can be viewed as a process (learning -> individual performance -> organizational results).
What is important is his focus on the following elements which can impact the success of an intervention, rather than the intervention itself, and these are:
1) motivation
2) environmental
3) ability / enabling
These can inform every step of the process, making for a complex structure which can show areas for potential development and change when evaluating the results of an intervention.

Reference:
Holton, E. F. III, & Naquin, S. (2005). A Critical Analysis of HRD Evaluation Models from a Decision-Making Perspective. Human Resource Development Quarterly, 16(2), 257–280. https://doi.org/10.1002/hrdq.1136

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"If you don't know where you're going, you might wind up someplace else."

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Logic Models are graphic representations that show us the reason behind a program. It shows specific program activities  from the Investment (inputs) to Results (outcomes). It's a framework.

Some Examples:
Inputs: time, research, money
Activities: workshops, meetings
Outcomes: learning, change in behavior

References:
Canvas
www.muw.org

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Discovery: The best of what is
Dream: Envision the future
Design: Design high-impact strategies that move the organization creatively and decisively in the right direction
Destiny: Put into action

References:
https://positivepsychology.com/appreciative-inquiry/#appreciative-inquiry
https://cvdl.ben.edu/blog/what-is-appreciative-inquiry/
https://www.investopedia.com/articles/investing/111214/using-appreciative-inquiry-solve-management-problems.asp#:~:text=For%20example%2C%20appreciative%20inquiry%20was,lifecycle%20of%20all%20its%20products.

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Level 1 focuses on the participant's reaction - surface level evaluation; based on feelings
Level 2 focuses on the participant's learning - was there a transfer of learning that occurred

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A. Level 3
- this measures how your training has affected the behavior of participants in their respective jobs.
- job checklists, 360 feedback/peer evaluation, 30-60-90  (time-consuming)
- managers should be involved in this phase

B. Level 4
- measures and analyzes the impact of training at a business level (must align with VMVG)
- revenue, market share, increased production
- training plan can start from identifying the desired results of the organization

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This is an expanded version of Kirkpatrick's taxonomy. Levels 1-4 are mirrors of the said model.

ROE vs ROI
Kirkpatrick: training results against stakeholder expectations (ROE)

Phillip: fifth level specifically for measuring ‘return on investment’ (ROI)

Cost-benefit Analysis
Measure pre and post-intervention
Translating impact to monetary terms

Formula
[Gain from investment - Cost of investment] / Cost of investment

Solutions
Experimental Design
Statistical Analysis
Expert Estimation

Reference: Canvas - Evaluating Interventions Module

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* Beyond Kirkpatrick (Kaufman and Keller)
* Level 1 (Resources and Process)
* Level 2 (Micro Benefits)
* Level 3 (Application of Acquired Skills)
* Level 4 (Macro Benefits)
* Level 5 (Mega Level - Societal Outcomes)

* Unique: Environmental impact and Happiness index