Training Evaluation (Part 2) - Kirkpatrick Model (4 Ethical Issues…
Training Evaluation (Part 2) - Kirkpatrick Model
4 Ethical Issues
Pressure to Produce Positive Results
Level 4: Results
The degree to which targeted outcomes, benefits or final results occur as a result of the training and the support and accountability package.
Questions to ask
Has the training improved the organisational effectiveness?
Is the organisation more efficient, profitable or better able to serve its clients or customers as a result of the training programme?
What results did the company achieve, in terms of the training objectives previously set?
What are the benefits to the organisation as a result of the training?
Measures of Results Criteria
Organisation's Key Performance Indicator
Return on Invesment
Other Quantifiable Aspect of Organisational Performance
Increased employee retention
Increased production / Lower product waste
Fewer customer complaints
Increased staff complaints
Higher quality ratings
Higher employee morale
Level 3: Behaviour
The degree to which participants apply what they have learned during training when they are back on the job.
Questions to ask
Does the trainee use and applied what was learned in training back on the job?
Did the trainees put any of their learning to use?
Are trainees able to teach their new knowledge, skills, or attitudes to other people?
Did the behaviour of trainees change as a result of the training and are they aware that they've changed their behavior?
Measures of Behaviour Criteria
Conducting direct observation of the trainee’s on-the-job behaviour over time
Conducting 360-degree appraisals
Using actual criterion used in performance appraisals (
i.e. ratings, objective counts of indicators
Level 2: Learning
Evaluates trainees to gauge the degree to which they acquire the intended knowledge, skills, attitude, expertise, mindset, confidence and commitment based on their participation in the training
Questions to ask
How much has their knowledge increased as a result of the training?
*Did the trainees learn what the training objectives said they should have learn?
Measures of Learning Criteria
Conduct role plays
Conduct individual/group activities
Conduct knowledge or skills tests after training
Conduct quizzes or simulations after training
Carry out peer and self-assessments
Level 1: Reaction
Questions to ask:
How much did the trainee like the training?
How much did the trainee felt they got something out from attending the training?
Did they feel the training was worthwhile and valuable?
What were the biggest strengths of the training, and the biggest weaknesses?
Did they like the venue and presentation style?
Did the training session accommodate their personal learning styles?
Evaluates how individuals react to the training programme and the degree to which they find the training favourable, engaging and relevant to their jobs.
Measures of Reaction Criteria
Instructor observation such as trainees’ body language during training
Testing of trainees during training
Get verbal feedback by asking trainees directly about their experience
Provide feedback forms to determine their reaction to the training course
Administering questionnaires or employee satisfaction surveys
Provide printed or oral reports to training supervisor
Conducting exit interviews