Ciro approach
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The CIRO model is a 4-stage training evaluation model used to assess management training effectiveness. It consists of Context evaluation to identify needs, Input evaluation to select training methods, Reaction evaluation to collect trainee feedback, and Outcome evaluation to assess results on individual, group and organizational levels. An example showed a software company using the CIRO model to address low sales by providing product training to improve knowledge and boosting sales figures.
Ciro approach
- 1. GEORGE GROUP OF COLLEGES TITLE- THE CIRO APPROACH TO EVALUATE TRAINING IMPACT By Deepak Roy
- 2. GEORGE GROUP OF COLLEGES THE CIRO APPROACH TO EVALUATE TRAINING IMPACT The CIRO Model is a training evaluation model that is used to evaluate the effectiveness of management training course. It was developed by Peter Warr, Michael Bird, and Neil Rackham, who published the book, Evaluation of management training, in 1970. The CIRO Models offers businesses an effective way of evaluating their management training needs and results.
- 3. GEORGE GROUP OF COLLEGES What are the levels of the CIRO Model? ‘CIRO’ is an acronym that stands for the four levels which make up this approach to learning evaluation: • Context • Input • Reaction • Output
- 4. GEORGE GROUP OF COLLEGES
- 5. GEORGE GROUP OF COLLEGES A fuller description of the CIRO Model is as follows: Stage 1: Context Evaluation Stage 2: Input Evaluation Stage 3: Reaction Evaluation Stage 4: Outcome
- 6. GEORGE GROUP OF COLLEGES How does the CIRO Model work? Stage 1: Context Evaluation At this stage, the CIRO Model is used to assess the operational situation that a business or organization finds itself in. This provides useful information that can be used to determine the training needs and objectives. During this first stage, a training-needs analysis is conducted, based upon the conditions in the organization. The context evaluation helps to flag up any factors that may have an impact on the effect of the training. The context evaluation also helps identify and evaluate the training needs. In the CIRO Model, needs are based on collecting performance-deficiency information, ie. what the organization is lacking. The identified needs are set at the following three levels:
- 7. GEORGE GROUP OF COLLEGES • The ultimate objective The goal of the ultimate objective is to eliminate an organizational deficiency such as low sales figures, low productivity or poor customer service. • Intermediate objectives Intermediate objectives are those that aim to achieve an ultimate objective but may require a change in employee’s work behavior. • Immediate Objectives Immediate objectives cover things such as acquiring new skills and knowledge as a result of the training. It can also include changing employee’s attitudes, which leads to them changing their behavior.
- 8. GEORGE GROUP OF COLLEGES Stage 2: Input Evaluation During the second stage of the CIRO Model, practitioners must gather information about possible training techniques and methods. This is known as the ‘input evaluation’ and helps identify the best choice of training intervention. This stage also addresses design, planning, management and delivery of the training course. It analyzes the organization’s resources and determines how these resources can best be used to achieve the desired objectives.
- 9. GEORGE GROUP OF COLLEGES Stage 3: Reaction Evaluation The third stage of the CIRO Model involves gathering the views of the participants and collecting suggestions about the training they received. The trainees are asked to give their reactions to the following aspects: • Program content • Approach • Value-added Information gathered at this stage is used to find ways to improve the training program. As this evaluation is subjective, it must be collected in an objective way.
- 10. GEORGE GROUP OF COLLEGES Stage 4: Outcome This stage of the CIRO Model involves presenting information about the results of the training. The results are presented at three different levels; • Immediate • Intermediate • Ultimate level
- 11. GEORGE GROUP OF COLLEGES The immediate results include how the trainees got on and whether they managed to complete the training successfully. The intermediate outcomes are those that may take some time to implement, such as changes to the course design, or acquiring new training resource. Outcomes at the ultimate level are the main goals for the organization, ones that have a far-reaching impact on the organization.
- 12. GEORGE GROUP OF COLLEGES As outcomes are evaluated in terms of what happened as a direct result of training, they can be measured on the following four levels: • The learner level • The workplace level • The team or department level • The business level The chosen level will depend on the purpose of the evaluation and the available resources.
- 13. GEORGE GROUP OF COLLEGES Key differences between the CIRO Model and Krikptrick’s Model The four levels of the Kirkpatrick Model are: Level 1: Reaction Level 2: Learning Level 3: Behavior Level 4: Results
- 14. GEORGE GROUP OF COLLEGES • You’ll notice that Level 1 (Reaction) in the Kirkpatrick Model is similar to stage 3 of the CIRO Model: Reaction Evaluation. However, there are a number of key differences between the way that each Model assesses participant reaction and what it does with that information. • With the Kirkpatrick Model, you are gauging the participants’ reaction to the training for the sole purpose of identifying whether the conditions for learning were met. You’d want to find out how the trainees reacted to aspects of the training such as the trainer, the venue and the resources provided.
- 15. GEORGE GROUP OF COLLEGES In the CIRO Model, a greater emphasis is placed on gathering suggestions for how to change aspects of the training. The goal is to find out whether the format could be changed, and which parts of the training the participants thought could be improved. Another key difference between the CIRO Model and the Kirkpatrick Model is the ‘Outcome’ stage. In the Kirkpatrick Model, you will receive outcomes in three of the four levels: Learning, Behavior and Results.
- 16. GEORGE GROUP OF COLLEGES Example of the CIRO Model in action No definitive guide would be complete with an example of the CIRO Model in action. For this example, let’s imagine that a software company specializing in management software is looking to find ways to boost their sales. They decide to use the CIRO Model to develop their plans, set their goals and choose the right training course.
- 17. GEORGE GROUP OF COLLEGES Stage 1: Context Evaluation The management would begin by determining the training needs and then developing objectives that help the company meet its goal of improving sales. By conducting a training needs analysis, the company identifies that the product knowledge of their sales team is lacking. They set their objective as follows: • The ultimate objective: To help improve software sales. • Intermediate objectives: To encourage sales staff to research the latest software updates and developments. • Immediate Objectives: To boost product knowledge among sales team members.
- 18. GEORGE GROUP OF COLLEGES Stage 2: Input Evaluation During this stage, the company would analyze various training courses and weigh up the costs and length of each one. They will determine which course would best achieve their desired objective, based on their budgetary constraints and other requirements. Stage 3: Reaction Evaluation After conducting the training, the company would ask the sales team members to complete a survey or questionnaire. Data from this evaluation would be used to help the company decide whether the training offered value for money and what changes may be made to future training sessions. The CIRO Model’s Reaction evaluation shows you whether the conditions for learning were present in the training.
- 19. GEORGE GROUP OF COLLEGES Stage 4: Outcome The fourth stage of the CIRO Model looks at what learning took place and whether this learning made an impact on the employee’s work. You would be looking at what happened as a direct result of the training and whether the managers were implementing the tools and techniques they learned during their working hours. At a senior management level, managers could investigate an organization’s revenue to see whether the sales figures had improved. Lastly, the managers would present results from the training and determine whether the ultimate level, intermediate and immediate goals were met.
- 20. GEORGE GROUP OF COLLEGES Conclusion The CIRO Model has many unique advantages over other types of learning evaluation models such as the Kirkpatrick Model. The data collection requirements are simpler and therefore faster and most cost-effective. However, the CIRO Model is specifically aimed at evaluating management training courses and is not designed to evaluate the effectiveness of other types of training or coaching programs.
- 21. GEORGE GROUP OF COLLEGES THANK YOU