The Benefits Of Kirkpatricks Model Of Learning Evaluation

According to Philip (1991) he defined training as a systematic process to determine the worth, value or meaning of something. In my view it is the passing of information in a structured way so that another person can develop the skill set to complete a task. In my opinion training in any organisation is a very important process which involves a lot of money and resources. This is why it is of great importance that we evaluate the training so that we can measure its success and see where it can be improved.

According to (Nagar, 2009) training evaluation ensures that trainee are able to implement training into their working environment and routines. Boulmetis and Dutwin (200) define evaluation as the process of collecting and analysing data so that we can tell if the objectives of the training were achieved. In other words were the aims and objectives of the training met? We can do this by using training evaluation models and evaluating the techniques used to carry out the training. Below are a list of four that I will discuss training models that I will discuss, describing the pros and cons of each.

• Kirkpatricks model of learning evaluation
• Kaufmans model of learning evaluation
• Andersons value of learning model
• Brinkerhoffs success case method
• Philips evaluation model
• Ciro model

Kirkpatrick Model

This was invented by Donal KirkPatricK IN 1959. According to the a survey from the American Society for Training and Development (ASTD) the Kiirkpatrick model is still the most widely used approach. Kirkpatrick arranged the evaluation model in to 4 parts, reaction, learning, behaviour and results.

Reaction

Was the training received well by the trainees. How did they react to the techniques, for example did they prefer power point to brainstorming. According to (Smith and Brandenburg 1991) the goal of reaction evaluation is to find out the value and effectiveness of the training and what components of the training can be modified, terminated or improved. This component would usually be done by a survey.

The benefits of this are that you get an immediate response, you can get a reaction to the most immediate subject learned. According to Morrow et al (1997) some trainers use this as it is easy to administer and cost effective. The negatives are that the trainee may not have time to process the information and reflect which is an important learning style according to the Honey and Mumford learning style. There may be bias in the survey as people may feel pressured to give good feedback. According to (Davis et al 1998) this does not indicate how well learners processed information Learning According to (Jeng &Hsu, nd.). This deals with what the trainees knew before they went to class and what they actually learned in the class.

The benefits of this are that it can be done in class by asking questions and giving out questionnaires. This makes it cost effective. The disadvantages of this according to (Ford &Weissbein, 1997) is that you cant tell if the training content will be brought to the work place.Behaviour: this aims to look at how the trainees have changed their behaviour due to the training. This can be done by shadowing and observing or following up.

Results

This is measuring the results of the training. This is more long term focused. it will also be the most costly. The benefits of kirkpatricks model are that it is easy to understand and each level leads onto the next level. Level one and two are cost effective. The cons of it are according to Bersin (2006) that as we you go to level three and four organisations find it hard to put these levels in to practice due to the cost and vagness of them.