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Kirkpatrick evaluation model in training and assessment

by Courtanae Heslop 2 months ago in industry
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The Kirkpatrick model can be applied for training and assessment for any workplace. This model gives a comprehensive view of the participant's progress through four key stages: reaction, learning, behavior and results.

Kirkpatrick evaluation model is a classic approach to training and assessment. It provides a framework that allows organizations to evaluate the effectiveness of their training programs. The Kirkpatrick model is based on four levels of employee reaction and learning from their experiences in training programs:

Level 1. Reaction

Level 1 is the reaction to training. It's the first level of evaluation. In this stage, you'll want to find out how well your training delivered on your goals and objectives.

You can do this by asking questions like:

What was your initial reaction to the program? Did it meet your expectations? Were you satisfied with what you learned?

How did the program make you feel? Did it motivate or inspire you in any way? Was there anything in particular that really stood out or impacted your thinking or perspective on things in a positive way?

Level 2. Learning

The second level in the Kirkpatrick model is learning.

Learning is a change in knowledge, behaviors, or attitude as a result of experience. This means that training and assessment activities must be designed to achieve desired learning outcomes.

Learning is an active process; it involves using new knowledge to solve problems and make decisions. Learning occurs when new information has been acquired by an individual (or group) and integrated into their existing store of knowledge. Learning may result from the awareness of inadequate performance or from positive reinforcement for superior performance (Saunders & Bratton, 2012). In other words, before you can learn something new, you need to know what you already know! Learning cannot occur unless there are clear objectives for the training session as well as clear expectations regarding what learners will accomplish during each session activity (Bratton & Collier-Meekin, 2015).

Level 3. Behavior

At this level, the employee has gained a new set of skills, which he/she can apply in practice. Performance is improved and the employee is motivated to put his/her knowledge into practice. This results in higher productivity, satisfaction and loyalty of employees towards the organization. They are more effective as well as innovative because they have learned to use their creativity for solving problems at work.

Level 4. Results

At this level, you're looking at results.

Results are the results of the training.

Results are the results of the assessment.

Result is one thing to think about, but result is also a group of things that have been done together in order to achieve something else - in this case, it's what was learned and how well it was learned (or not). At Level 4, we're talking about all three: training outcome, assessment outcome and results from both combined as they relate to each other and/or overall goals for completing their work tasks successfully with good quality standards expected by managers/supervisors/co-workers who've been trained themselves so they know what quality standards mean when used properly!

Kirkpatrick model can be applied for training and assessment for any workplace

The Kirkpatrick model can be applied for training and assessment for any workplace. This model gives a comprehensive view of the participant's progress through four key stages: reaction, learning, behavior and results.

The first stage is where participants react to the training course. In this stage they give their opinion on how they feel about what has been taught or presented to them during the course so far. The second stage is where they begin to learn from what was given in the first stage, here it is important that learners are aware of what they have learned so far and how it will help them in their future career. The third stage involves being able to apply what has been learnt in order to develop new skills or enhance existing ones which will increase productivity within an organisation including employees abilities as well as knowledge base in relation

Conclusion

The Kirkpatrick's model is one of the most popular models for training and assessment. This model can be applied for any workplace and it is simple to understand. It is also easy to implement in organizations because it helps them to know where they stand when it comes to training needs and how they can improve their results through training programs.

industry

About the author

Courtanae Heslop

Hey, I am a great writer. I know how to write in different genres, from fiction to non-fiction. I am a quick learner and can easily pick up new skills and techniques. Writing is my life and I can't imagine doing anything else.

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