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kirkpatrick s Training Evaluation

kirkpatrick s Training Evaluation

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Published by: dingklaro on Apr 21, 2008
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09/28/2010

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kirkpatrick's four levels of training evaluation
 
 This grid illustrates the basic Kirkpatrick structure at a glance. The second grid, beneath this one, isthe same thing with more detail.
 
levelevaluationtype (what ismeasured)evaluation description andcharacteristicsexamples of evaluation toolsand methodsrelevance andpracticability
1
reactionreaction evaluation
is
how thedelegates felt
about
the trainingor learning experience
 eg., 'happy sheets', feedbackformsquick and very easyto obtainalso verbal reaction, post-trainingsurveys or questionnairesnot expensive togather or to analyse
 
2
learninglearning evaluation
is themeasurement of the
increase inknowledge
- before and aftertypically assessments or testsbefore and after the trainingrelatively simple toset up; clear-cut forquantifiable skillsinterview or observation can alsobe usedless easy forcomplex learning
 
3
behaviourbehaviour evaluation
is theextent of 
applied learning
back onthe job - implementationobservation and interview overtime are required to assess change,relevance of change, andsustainability of changemeasurement of behaviour changetypically requirescooperation and skillof line-managers4
resultsresults evaluation
is the
effecton the business or environment
by the traineemeasures are already in place vianormal management systems andreporting - the challenge is to relateto the traineeindividually notdifficult; unlike wholeorganisationprocess mustattributing clearaccountabilities
 
kirkpatrick's four levels of training evaluation in
 
detail
 This grid illustrates the Kirkpatrick's structure detail, and particularly the modern-day interpretation of the Kirkpatricklearning evaluation model, usage, implications, and examples of tools and methods. This diagram is the same format as theone above but with more detail and explanation:
 
levelevaluationtype (what ismeasured)evaluation description andcharacteristicsexamples of evaluation toolsand methodsrelevance andpracticability
 
1
reactionreaction evaluation
is
how thedelegates felt
, and their
personalreactions to the training orlearning experience
, for example:typically 'happy sheets'can be doneimmediately thetraining endsdid the trainees like and enjoy thetraining?feedback forms based onsubjective personal reaction to thetraining experiencevery easy to obtainreaction feedbackdid they consider the trainingrelevant?verbal reaction which can benoted and analysedfeedback is notexpensive to gatheror to analyse forgroupswas it a good use of their time?post-training surveys orquestionnairesimportant to knowthat people were notupset or disappointeddid they like the venue, the style,timing, domestics, etc?online evaluation or grading bydelegatesimportant thatpeople give a positiveimpression whenrelating theirexperience to otherswho might bedeciding whether toexperience samelevel of participationsubsequent verbal or writtenreports given by delegates tomanagers back at their jobs
 
ease and comfort of experience
 
level of effort required to makethe most of the learning
 
perceived practicability andpotential for applying the learning
 

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