levels of training evaluation by Kirkpatrick
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1. Reaction – organizations evaluate the reaction levels of trainees by conducting interviews with or administering questionnaires to the trainees. Assume that 30 managers attend a two-day workshop on effective interviewing skills. A reaction-level measure could be gathered by having the managers complete a survey that asked them to rate the value of the training, the style of the instructors and the usefulness of the training to them.
2. Learning – learning levels can be evaluated by measuring how well trainees have learned facts, ideas, concepts, theories and attitudes.
3. Behavior – evaluating training at the behavioral level means : (1) measuring the effect of training on job performance through interviews of trainees and their co-workers and (2) observing job performance.
4. Results – employers evaluate results by measuring the effect of training on the achievement of organizational objectives
2. Learning – learning levels can be evaluated by measuring how well trainees have learned facts, ideas, concepts, theories and attitudes.
3. Behavior – evaluating training at the behavioral level means : (1) measuring the effect of training on job performance through interviews of trainees and their co-workers and (2) observing job performance.
4. Results – employers evaluate results by measuring the effect of training on the achievement of organizational objectives
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