This document discusses the Kirkpatrick Training Evaluation Method, which is a four-stage model for evaluating training programs. [1] The four stages are: Reaction, Learning, Behavior, and Results. [2] The Reaction stage measures participant satisfaction and the Learning stage measures knowledge gains. [3] The Behavior stage evaluates behavior changes and the Results stage analyzes business impacts such as improved performance.
This document discusses the Kirkpatrick Training Evaluation Method, which is a four-stage model for evaluating training programs. [1] The four stages are: Reaction, Learning, Behavior, and Results. [2] The Reaction stage measures participant satisfaction and the Learning stage measures knowledge gains. [3] The Behavior stage evaluates behavior changes and the Results stage analyzes business impacts such as improved performance.
This document discusses the Kirkpatrick Training Evaluation Method, which is a four-stage model for evaluating training programs. [1] The four stages are: Reaction, Learning, Behavior, and Results. [2] The Reaction stage measures participant satisfaction and the Learning stage measures knowledge gains. [3] The Behavior stage evaluates behavior changes and the Results stage analyzes business impacts such as improved performance.
This document discusses the Kirkpatrick Training Evaluation Method, which is a four-stage model for evaluating training programs. [1] The four stages are: Reaction, Learning, Behavior, and Results. [2] The Reaction stage measures participant satisfaction and the Learning stage measures knowledge gains. [3] The Behavior stage evaluates behavior changes and the Results stage analyzes business impacts such as improved performance.
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Kirk Patrick Training Evaluation Method
in
Human Recourse Management
(Essay)
Name: TETIANA BAZHAN
ID Number: 50560 Department: MANAGEMENT
1 Professor Donald Kirkpatrick, who worked at the University of Wisconsin and was former president of the American Society for Training and Development (ASTD), published the 4 -step evaluation model in 1959. This program, which was updated again in 1975 and 1994, is now the world's best-known education evaluation program. Donald Kirkpatrick’s model expresses the evaluation of training programs in four stages. Each of the stages is important and has an impact on the next stage. As you move from one stage to the next, the process becomes a little more complicated, a little more time-consuming, but the information it provides becomes more valuable. None of the stages should be skipped to reach the stage the educator finds more important. These four stages are: Reactions, Learning, Behavior and Results.
In Reaction stage, how participants react to the training is measured. It is important that the participants like the instructor, the subject, the materials, the presentation, the training area and see this training as a special experience. Participants' thoughts on this issue and their level of understanding what is meant to be explained show the quality of the training. At the same time, analyzing the response helps identify gaps and improves future training. To measure first reactions, it should be to asked participants some questions: Did the participants find value in their time spent training? Did the participants find the training successful? What were the strengths and weaknesses of the training? Did the participants like the training area and the presentation style? Did the training adapt to the lifestyle of the participants? Was trainer an expert? After asking these questions, decide how we want to gather the reactions to be observed. For this, we can use satisfaction surveys or observe the body language of the participants during the training. After collecting the reactions, we can make changes in the content and presentation of the training according to the feedback and suggestions. These training evaluation forms most commonly used to measure initial reactions. The Learning is the second stage and here what the participants have learned is measured. It is examined whether their knowledge increases as a result of the training. If we are planning to give a training, probably have listed the information we aim to convey to the other person first. We can measure learning in different ways based on these goals. Measuring learnings is important because knowing what participants learned and what they did not will help us organize future training more effectively. In order to measure the learning, we need to determine which subjects we will consider. These could be changes in knowledge, skills or behavior. In the Behavioral phase, the change in the behaviors of the participants thanks to the training is evaluated, and how the participants apply the knowledge is observed. However, it should be remembered that behaviors can only change if there are suitable conditions. For example, if you missed evaluating the first two Kirkpatrick stages, it would be a mistake to think that there was no change by looking at the remote participants. This error may make you think that the participants did not learn anything and that the training was ineffective. The fact that the participants' behavior has not changed does not mean that they have not learned anything. Their managers may not allow them to apply the new knowledge they have learned, or they may not be enthusiastic about applying them despite having learned. Therefore, this stage is a little more difficult to measure. The most effective way to measure the 3rd stage is 360-degree evaluations and on-the-job observations. Most companies apply 360-degree evaluation, but this evaluation is independent of the training people receive. In short, they provide employees with training on x-y-z subjects and evaluate them on a-b-c issues. On the other hand, most employees do not trust 360-degree evaluations made online and cannot give honest answers especially about their managers.
2 At the Result stage, the results of the training are analyzed. Points such as what our team does well in the business and how they can do it better are evaluated. Among other stages, this is perhaps the stage where we need to spend the most time because the inferences from evaluations will form our new strategy. Stage 4 must show the net income of the training provided to the company. The profit generated by training should be demonstrated in numbers and compared with the cost of training.
The first two stages are the targets of HR departments. If the satisfaction of the participants is high and they learn something, HR has achieved its target. Stage 4 is the goal of the CEO. That's why the most effective consultants show the final results of their projects. Of course, it is important to get high marks from the participants, but the real success is to measure and show the effect of the training on the profitability of the company. Performing the 3rd and 4th stage evaluation can sometimes cause higher costs than the education budget. However, companies should not give up on this. This model of Kirkpatrick is the most widely known and applied method in the world because it exhibits a scientific approach.
