PEER RESPONSES: Week 3 - Discussion 1 Kirkpatrick's Taxonomy Nicole Brown Kirkpatrick’s Taxonomy is a four level method for evaluating the training process and its effect on individuals trained and the organization. (Kopp, 2014)  The first two steps in the process are to obtain feedback from the trainees to see how they personally felt about the training held, assessing its value as a whole to support continued success for future trainees and to test, through multiple means, the degree of learning from the training.  Level three and four is how the training is utilized for daily business and finally how it impacts the organization as a whole.  This evaluation method can be applied in my organization and is very similar to how the Army conducts its after action reviews.  Following all training there is an open forum where individuals in the training can express how well they did or didn’t like the training conducted.  They also have the opportunity to suggest ways to improve the training in the future.  The intent of the training is to be able to evaluate how well performance or production has improved since the training in order to meet the organizations goals. Bates (2004) states that the method is oversimplified in order to determine if the training is truly effective based on research that concluded that there are too many differing factors between individual, organizational, and training factors.  Another disadvantage is the casual linkage between the training and the outcome from the training.  It is believed to not be necessarily true that if individuals trained found value in the training and that it was a direct effect on any changes.  In order to minimize the disadvantages of the tool, as an organization I would either establish a longer period of time to evaluate or, realistically, accept the training results as a success when organizational goals are met.  Future modifications to training can be evaluated as future training is conducted and performance goals are reassessed. References Bates, R. (2004). A critical analysis of evaluation practice: the Kirkpatrick model and the   principle of beneficence. Evaluation and Program Planning, 27, 341-347. Retrieved from https://aetcnec.ucsf.edu/sites/aetcnec.ucsf.edu/files/resources/A%20critical%20analysis%20of%20evaluation%20practice.pdf Kopp, D. M. (2014). Human resource development: Performance improvement through learning. San Diego, CA: Bridgepoint Education. \ Week 3 Discussion 1 Debra Fowler-Mills 11/23/2016 7:13:47 PM How would you use Kirkpatrick’s taxonomy to evaluate the training? Kirkpatrick, developed what is called Kirkpatrick’s taxonomy, it contains four levels of evaluation, reaction, Learning, behavior, and result (Kopp, 2014). as stated in the Lecture it would first be important to understand how the models work, and be aware of the advantages and disadvantages. Bates noted that the Kirkpatrick model is one of the most popular models in organizational.

1. PEER RESPONSES:
Week 3 - Discussion 1
Kirkpatrick's Taxonomy
Nicole Brown
Kirkpatrick’s Taxonomy is a four level method for evaluating
the training process and its effect on individuals trained and the
organization. (Kopp, 2014) The first two steps in the process
are to obtain feedback from the trainees to see how they
personally felt about the training held, assessing its value as a
whole to support continued success for future trainees and to
test, through multiple means, the degree of learning from the
training. Level three and four is how the training is utilized for
daily business and finally how it impacts the organization as a
whole.
This evaluation method can be applied in my organization and is
very similar to how the Army conducts its after action
reviews. Following all training there is an open forum where
individuals in the training can express how well they did or

2. didn’t like the training conducted. They also have the
opportunity to suggest ways to improve the training in the
future. The intent of the training is to be able to evaluate how
well performance or production has improved since the training
in order to meet the organizations goals.
Bates (2004) states that the method is oversimplified in order to
determine if the training is truly effective based on research that
concluded that there are too many differing factors between
individual, organizational, and training factors. Another
disadvantage is the casual linkage between the training and the
outcome from the training. It is believed to not be necessarily
true that if individuals trained found value in the training and
that it was a direct effect on any changes.
In order to minimize the disadvantages of the tool, as an
organization I would either establish a longer period of time to
evaluate or, realistically, accept the training results as a success
when organizational goals are met. Future modifications to
training can be evaluated as future training is conducted and
performance goals are reassessed.
References
Bates, R. (2004). A critical analysis of evaluation practice: the
Kirkpatrick model and the principle of beneficence. Evaluation
and Program Planning, 27, 341-347. Retrieved from
https://aetcnec.ucsf.edu/sites/aetcnec.ucsf.edu/files/resources/A
%20critical%20analysis%20of%20evaluation%20practice.pdf
Kopp, D. M. (2014). Human resource development: Performance
improvement through learning. San Diego, CA: Bridgepoint
Education.
Week 3 Discussion 1
Debra Fowler-Mills
11/23/2016 7:13:47 PM

3. How would you use Kirkpatrick’s taxonomy to evaluate the
training?
Kirkpatrick, developed what is called Kirkpatrick’s taxonomy,
it contains four levels of evaluation, reaction, Learning,
behavior, and result (Kopp, 2014).
as stated in the Lecture it would first be important to understand
how the models work, and be aware of the advantages and
disadvantages. Bates noted that the Kirkpatrick model is one of
the most popular models in organizational design for the
evaluation of training. The main reason for the popularity of the
Kirkpatrick model is that simplicity of the model (Bates, 2004).
Level one and two of Kirkpatrick`s taxonomy are said to be
important to consider when developing training materials for a
training session(Kopp, 2014).
What could you do to minimize the disadvantages of the tool?
In our lecture we read, Bates (2004) stated that the model has
three limitations (disadvantages): incompleteness of the model,
assumption of causality, and the assumption of increasing
importance of the information as the levels of outcomes are
climbed. The incompleteness of the model refers to the
oversimplification of the model. The model does not reflect
individual or contextual influences of the evaluation of the
training (Bates, 2004).
having a clear understanding of the disadvantages can help to
minimize them, as Bates stated it can help to develop
alternatives and lessen the impact the disadvantages can have.
REFERENCES;
Bates, R. (2004). A critical analysis of evaluation practice: the
Kirkpatrick model and the principle of beneficence.Evaluation
and Program Planning, 27,341-347. Retrieved from Lecture for
the week.
Kopp, D. M. (2014).Human resource development: Performance
improvement through learning. San Diego, CA: Bridgepoint

4. Education.
Week 3 - Discussion 2
Discussion 2
Denby Barrow
11/24/2016 8:20:17 AM
Beta-Testing
Read the article “Apple is Beta-testing an Update that Kills
Evasion Jailbreak.” In the textbook, beta-testing is described as
used for formative evaluation and for fine-tuning. How does the
story of Apple’s beta-test meet the criteria?
Beta testing is a formative evaluation, which is a
method for judging the worth of a program while the program
activities are forming therefore evaluating training processes
(Kopp, 2014). Apple has had a love-hate relationship with
hackers for years when the company introduced the infamous
IPhone. I am guilty myself, I have used the same hacking tool
(Evasi0n) to jailbreak a IPhone years ago, and Apple’s beta-
testing is a formative evaluation to see if the new update will in
fact prevent the hacking tool from working. In this trial phase,
Apple will gauge the effectiveness of the patch and more than
likely see how fast hackers can find its vulnerabilities. In the
article, “Apple is Beta-testing an Update that Kills Evasi0n
Jailbreak”, Greenberg (2013) writes, “Security researchers have
nonetheless pointed out that Evasi0n could give criminals or
spies some nasty ideas”. The beta-test will also allow Apple to
fix security issues with the phone’s lock screen and possible
other bug fixes that pose security risks. Beta-testing is
important for any business that functions on the internet,
depends on social media for its consumer base, and wants to
survive in today’s global market.

5. References
Greenberg, A. (2013). Apple is beta-testing an update that kills
evasion jailbreak. Forbes. Retrieved from
http://www.forbes.com/sites/andygreenberg/2013/02/25/apple-
is-beta-testing-a-fix-for-evasi0n-jailbreak/
Kopp, D. M. (2014). Human resource development: Performance
improvement through learning. San Diego, CA: Bridgepoint
Education.
/
wk3d2hv
Heather Regennitter
11/25/2016 12:20:19 PM
Apple’s beta-testing was tested by creators before the beta is
released. We use this same kind of testing in my place of
business. We run the system through a test environment and
then when the fixes are released we continue to test in
production and try to find bugs or flaws in the system. This is
consistent with the definition in the text. Apple is concerned
with the security of their customers information so they perform
the testing to try to find bugs and fix them so hackers can’t
access the systems. Once the beta is released, it will be tested
by the intended users in the production environment.
Kopp, D. M. (2014). Human resource development: Performance
improvement through learning. San Diego, CA: Bridgepoint
Education.
Respond
RUNNING HEAD: INTERNAL CONTROL WEAKNESS 1

6. INTERNAL CONTROL WEAKNESS 2
Assignment Title
Student Name
Course Name
Instructor Name
Date
Human resource department:
Internal control weakness:
· No proper verification of all credentials and background of the
employee made while recruiting and bribing are present in
current recruitment.
· Lack of effective HR policy and implementation which may
lead to a future lawsuit.
· Can access all personal details of employees and chances of
misuse is high.
Control mechanisms:
· Appropriate HR management IT system has to be enabled to

7. monitor the policies and the way the department function and in
identifying the mistakes and their initiatives taken in effective
implementation of all required policies (Romney & Steinbart,
2014). It will enable in evaluating the performance and even
replacing the HR manager incase of non-performance.
· Candidates must send a scanned copy of all the original
certificates and experience for verification; third party
verification will be suitable in this case. Appointment must be
on probation basis where after all verification check they will
become the permanent part of the organization.
Accounting department:
Internal control weakness:
· One employee handles both customer payments and
reconciliation the bank accounts, in this case employee can
easily make fraud that cannot be identified by others (Romney
& Steinbart, 2014).
· Maintenance of accounts receivables and customer payment
will enable in committing more fraud by adjusting the accounts.
· Making incorrect entries about sales, receivables, payables
etc, for personal profits.
Control mechanisms:
· Different employees must be appointed for handling cash,
reconciling bank accounts and for issuing credit memos
(Romney & Steinbart, 2014).
· Entire organization must be computerized so that all
transactions will be entered appropriately without any fraud
(Romney & Steinbart, 2014). In this case, invoice will be
generated by computer, payment made towards the supplier will
be recorded in the system and every activity involved in
business will be recorded. It will eliminate the fraud to a great
extent, and it will enable management to identify such frauds
easily.
Production department:
Internal control weakness:

8. · Inventory management, order placement and maintenance of
record made only by the production department (Romney &
Steinbart, 2014).
· Complete access to all the production materials and finished
goods provides an opportunity for stealing.
· Quality control performed by the manager who manages
production and thus provides an opportunity to sell in the black
market.
Control mechanisms:
· Inventory control, production management and order
placement must be handled by different department with
different employees.
· Entire system must be computerized so that orders from the
production department will be automatically raised by the
system to the inventory department, and orders will be placed
by the inventory department once it reaches minimum quantity.
It will avoid misuse of inventory and warehouse must have
computerized record system that eliminates the fraud as the
employee who gets the inventory has to mention their employee
ID and the purpose (Romney & Steinbart, 2014).
· Quality control must be performed by different department to
avoid false production and damage record, and it must be
computerized to avoid any fraud.
Sales department:
Internal control weakness:
· Inflating the amount of sales to earn higher commission by
preparing fraudulent invoice.
· Providing excessive discount to the customer as they have full
authority to make.
· Credit terms are decided by this department and thus, they
alter them according to the customer requirement to boost sales
(Romney & Steinbart, 2014).
Control mechanisms:
· All sales performed by the department is recorded in the
computer that will be integrated with the accounts and

9. production department, to indicate the amount of sales. This
integrated system will eliminate the fraud of inflating sales
(Romney & Steinbart, 2014).
· Sales department must not have any authority to decide about
the terms of credit and the discount; all these are management
decisions (Romney & Steinbart, 2014). There must be deliberate
disclosure about the discount and credit terms to the existing
and prospective customers so that company will not face any
issue in the collection and suffer any loss due to higher
discount.
Administration department:
Internal control weakness:
· There are no proper written policies to adhere.
· Mismanagement of all work that cannot be identified due to
lack of documentation.
· Have close work with accounting department and handles cash
which enables them to commit more fraud.
Control mechanisms:
· Establishing ERP system is the best way to resolve all these
fraud, by maintaining the system with appropriate user ID and
password will enable in understanding the person making entry
and committing fraud easily (Romney & Steinbart, 2014). It will
establish great control over the entire operations of the
organization. It will control the fraud committed by
administrative department.
References
Romney, M. B., & Steinbart, P. J. (2014). Accounting

10. information systems (13th ed.). Upper Saddle River, NJ:
Pearson Prentice Hall.
Week 3
Two Separate discussion post to be completed separately and
due on the same document, if you are willing to do the
assignment you must also be willing to do the peer responses
that will be posted later within the week.
Discussions due on Thursdays
Peer responses due on Saturdays:
Kirkpatrick’s Taxonomy
This week’s lecture describes the advantages and disadvantages
of using Kirkpatrick’s taxonomy. As an HR employee tasked
with creating and evaluating a training course for your
organization, how would you use Kirkpatrick’s taxonomy to
evaluate the training? What could you do to minimize the
disadvantages of the tool?
Use this week’s lecture as a basis for your post. Reference and
cite the textbook in your original post. Respond to at least two
of your classmates’ posts.
Beta-Testing
Read the article “Apple is Beta-testing an Update that Kills
Evasion Jailbreak.” In the textbook, beta-testing is described as
used for formative evaluation and for fine-tuning. How does the
story of Apple’s beta-test meet the criteria?
Reference and cite the textbook in your original post. Respond
to at least two of your classmates’ posts.WEEK 3 -
ADVANTAGES AND DISADVANTAGES OF THE
KIRKPATRICK MODEL

11. In chapter five of the textbook, there is an introduction to
Kirkpatrick’s Taxonomy, also referred to as the Kirkpatrick
model. The textbook explains the four levels of the evaluation.
In creating a training program not only is it necessary to
understand how the models work, but also course
developers/trainers should be aware of the advantages and
disadvantages of the models. The volume of training models,
procedures, and assessments can be overwhelming. However,
understanding the popular tools to create training courses and
programs gives the developer the necessary skills to create
successful training.
Bates (2004) conducted a critical analysis of the Kirkpatrick
model. His analysis includes advantages, disadvantages, and
suggestions for improvements to the model. Bates noted that the
Kirkpatrick model is one of the most popular models in
organizational design for the evaluation of training. The main
reason for the popularity of the Kirkpatrick model is that
simplicity of the model (Bates, 2004).
Bates (2004) posited that the model has three key advantages.
First, the model provides the trainer/developer with a systematic
method for training evaluation. The language of the model is
easy to comprehend. The objectives and outcomes of the
training are easy to identify. Second, according to Kirkpatrick,
the material about the level four outcome is the most valuable
and comprehensive available (Bates, 2004). Third, the model
simplifies the process of training evaluation in three ways:
1. A guide to the questions and criteria that are appropriate for
the specific training.
2. The model reduces the measurements of success to easily
measure outcomes.
3. The model reduces the number of variables needed to
measure the success of the outcomes (Bates, 2004).
Bates (2004) stated that the model has three limitations

12. (disadvantages): incompleteness of the model, assumption of
causality, and the assumption of increasing importance of the
information as the levels of outcomes are climbed. The
incompleteness of the model refers to the oversimplification of
the model. The model does not reflect individual or contextual
influences of the evaluation of the training (Bates, 2004). Some
contextual factors that can affect the effectiveness of the model
include the organizational learning culture, organizational
values, internal environment for interpersonal support available
for skill acquisition and behavioral change, the organizational
climate for transfer of learning, and the sufficiency of material
resources for training development (Bates, 2004).
Bates (2004) stated that “Kirkpatrick’s model assumes that the
levels of criteria represent a causal chain such that positive
reactions lead to greater learning, which produces greater
transfer and subsequently more positive organizational results”
(p. 342). Research has demonstrated that positive reactions do
not always create learning (Bates, 2004). Bates posited that
Kirkpatrick’s model assumes that each level of data is more
informative than the prior level. The assumption leads to the
assumption that the data from level four is the most important.
This is not necessarily true (Bates, 2004).
The lesson from this analysis is bigger than just examining the
Kirkpatrick model. To increase the likelihood of success,
individuals must be aware that all alternatives should be
weighed based on advantages and disadvantages. Understanding
disadvantages allows the individual to develop alternatives to
lessen the impact of disadvantages of methods and tools.
References
Bates, R. (2004). A critical analysis of evaluation practice: the
Kirkpatrick model and the principle of beneficence. Evaluation
and Program Planning, 27, 341-347. Retrieved from

13. https://aetcnec.ucsf.edu/sites/aetcnec.ucsf.edu/files/resources/A
%20critical%20analysis%20of%20evaluation%20practice.pdf