Hi all,
I want to implement Kirkpatrick's model for evaluating training in my organization. I am working in an IT company. Please guide me in detail on how I can actually implement each level of the model in my organization.
Awaiting prompt reply.
Thanks,
Diksha
From India, Madras
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1I want to implement Kirkpatrick's model for evaluating training in my organization. I am working in an IT company. Please guide me in detail on how I can actually implement each level of the model in my organization.
Awaiting prompt reply.
Thanks,
Diksha
From India, Madras
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Progs are evaluated at the following levels:
a) Level I: at the Reaction level
b) Level II: at the Learning level
c) Level III: at the Job Behavior or the Application level, and;
d) Level IV: at the Organizational Results level
At the Reaction Level, it should involve overall effectiveness such as session contents, process, applicability of contents at the job, effectiveness of support services, etc.
At the Learning Level assessment, you will have to administer pre & post-program tests. This level of evaluation works well for skill-based programs. General Management programs will not be very easy to evaluate or assess (or will be very time-consuming).
At the Application/Behavior Level, assessment is to be carried out at least three to six months after training. Structured questionnaires will have to be administered to participants/his boss/his peers. This must be followed by interviews using pre-designed/determined questions.
At the Organizational Level evaluation is the most difficult as result evaluation is extremely challenging. This evaluation will be possible/feasible when specific issues concerning the organization have been dealt with, and participants draw specific action plans at the end of the program or workshop. The action plans developed at the end of the program will have to be implemented during the next six to nine months or the timeframe decided at the time of presentation, and then results evaluated to determine effectiveness at organizational levels.
You may consider assigning weightages for each of the levels depending upon the aims/objectives of the program under study.
Please try this, if any clarifications are required or suggestions to make, please do drop in a line. This is a difficult but challenging process.
Best wishes,
V K Sharma
From India, Ranchi
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a) Level I: at the Reaction level
b) Level II: at the Learning level
c) Level III: at the Job Behavior or the Application level, and;
d) Level IV: at the Organizational Results level
At the Reaction Level, it should involve overall effectiveness such as session contents, process, applicability of contents at the job, effectiveness of support services, etc.
At the Learning Level assessment, you will have to administer pre & post-program tests. This level of evaluation works well for skill-based programs. General Management programs will not be very easy to evaluate or assess (or will be very time-consuming).
At the Application/Behavior Level, assessment is to be carried out at least three to six months after training. Structured questionnaires will have to be administered to participants/his boss/his peers. This must be followed by interviews using pre-designed/determined questions.
At the Organizational Level evaluation is the most difficult as result evaluation is extremely challenging. This evaluation will be possible/feasible when specific issues concerning the organization have been dealt with, and participants draw specific action plans at the end of the program or workshop. The action plans developed at the end of the program will have to be implemented during the next six to nine months or the timeframe decided at the time of presentation, and then results evaluated to determine effectiveness at organizational levels.
You may consider assigning weightages for each of the levels depending upon the aims/objectives of the program under study.
Please try this, if any clarifications are required or suggestions to make, please do drop in a line. This is a difficult but challenging process.
Best wishes,
V K Sharma
From India, Ranchi
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I am sending the summary of strategy, evaluation instruments, and the descriptions of the Kirkpatrick’s Model of Training Evaluation. All The Best, Regards, SHRADDHA WAGHMARE.
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Yes, you have a very challenging task ahead of you. You can find some more basic info at
http://www.businessperform.com/html/...ffectiven.html
This webpage also lists some sources of information for each level of evaluation.
When designing your evaluation strategy, consider that you won’t have the time or resources to conduct the four levels of evaluation for each training program. For each program, think about how important it is in achieving the organization’s objectives, the difficulty in performing the evaluation and the amount of resources you have available. Generally speaking, the higher the level of evaluation, the more costly it will be in time and resources.
Also, don’t measure just for the sake of measuring. Think about what you will do with the analysis and whom you will distribute it to. There is no point in spending time evaluating if the management team won’t be using the information to improve the effectiveness of training. I wish you luck!
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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http://www.businessperform.com/html/...ffectiven.html
This webpage also lists some sources of information for each level of evaluation.
When designing your evaluation strategy, consider that you won’t have the time or resources to conduct the four levels of evaluation for each training program. For each program, think about how important it is in achieving the organization’s objectives, the difficulty in performing the evaluation and the amount of resources you have available. Generally speaking, the higher the level of evaluation, the more costly it will be in time and resources.
Also, don’t measure just for the sake of measuring. Think about what you will do with the analysis and whom you will distribute it to. There is no point in spending time evaluating if the management team won’t be using the information to improve the effectiveness of training. I wish you luck!
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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