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I am an independent consultant and working in a project in L&D. Kindly guide me in the practical modes and methods of using "Kirk Patrick" for training assessment. Also, How to measure the impact of training in the individual performance of an employee? throw some light please...
thank you in advance

From India, Coimbatore
Dear Jerincepeter,
What is your objective? Would you like to prove effectiveness of the Kirk Patrick Model or measure the effectiveness of your consulting service to your client? The reply depends on your objective. If former is your objective then there cannot be given any suggestion. Nevertheless, if latter is your objective, then possibly you may think of the alternative to this model.
About Kirk Patrick Model: - Lot of material on the internet is available on the Kirkpatrick Model. But to implement the model, it requires lot of willpower from management, HR ,participants and finally from trainer's side. These things that look very beautiful on paper are equally difficult to implement also.
My years in training have shown me that barely 1% of the companies show willingness to reach to Level III of this model. This is because the model focuses on learners and not on organisation. Employee training is conducted to fulfil the needs of the organisation. Interest of the organisation is of paramount importance.
Earlier, I have given extensive reply on the subject of employee training. Click the following link to refer it:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar

From India, Bangalore
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