Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 28 views

    Kirkpatrick's Four Levels of Evaluation: Prepared By: Rachel Marie E. Salongcong

    Uploaded by

    Teacher Janella
    Kirkpatrick's Four Levels of Evaluation model assesses training effectiveness at four levels: Reaction, Learning, Behavior, and Results. At each level, evaluation determines how participants reacted to training, what knowledge was gained, how behaviors changed, and final training results. While effective, some propose a fifth level of evaluating return on investment or organizational impact. The four-level model emphasizes planning training with desired outcomes or results in mind.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Kirkpatrick's Four Levels of Evaluation: Prepared By: Rachel Marie E. Salongcong

    Uploaded by

    Teacher Janella
    28 views13 pages
    Kirkpatrick's Four Levels of Evaluation model assesses training effectiveness at four levels: Reaction, Learning, Behavior, and Results. At each level, evaluation determines how participants reacted to training, what knowledge was gained, how behaviors changed, and final training results. While effective, some propose a fifth level of evaluating return on investment or organizational impact. The four-level model emphasizes planning training with desired outcomes or results in mind.

    Original Title

    Donald_Kirkpatrick

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Kirkpatrick's Four Levels of Evaluation model assesses training effectiveness at four levels: Reaction, Learning, Behavior, and Results. At each level, evaluation determines how participants reacted to training, what knowledge was gained, how behaviors changed, and final training results. While effective, some propose a fifth level of evaluating return on investment or organizational impact. The four-level model emphasizes planning training with desired outcomes or results in mind.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    28 views13 pages

    Kirkpatrick's Four Levels of Evaluation: Prepared By: Rachel Marie E. Salongcong

    Uploaded by

    Teacher Janella
    Kirkpatrick's Four Levels of Evaluation model assesses training effectiveness at four levels: Reaction, Learning, Behavior, and Results. At each level, evaluation determines how participants reacted to training, what knowledge was gained, how behaviors changed, and final training results. While effective, some propose a fifth level of evaluating return on investment or organizational impact. The four-level model emphasizes planning training with desired outcomes or results in mind.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 13

    Kirkpatrick’s Four

    Levels of
    Evaluation
    Prepared by: Rachel Marie E. Salongcong
    Insert Image

    Donald Kirkpatrick

     Professor Emeritus at the University of


    Wisconsin

     past president of the American Society for


    Training and Development (ASTD)

    2
    The Four Levels of Evaluation

    3
    Level 1: Reaction

    • This level measures how your trainees (the people being


    trained), reacted to the training.
    • Determining to what degree the participants react
    favorably to the learning event – Is there a feeling of
    satisfaction?
    • Participant’s feedback provides evaluation at this level.

    4
    Sample Feedback Form
    Strongly Strongly
    Agree Agree Neutral Disagree Disagree
    The information presented was helpful

    The presentation was easy to understand

    The presenter provided content that I can


    immediately use in my job
    The class was just the right length

    The venue was conducive to learning

    The activities were fun and engaging

    5
    Level 2: Learning

    • How much has their knowledge increased as a result of


    the training?
    • Determine to what degree participants have acquired the
    intended knowledge, skills, and attitudes based on
    participation in the learning event
    • Evaluation can be done using performance or testing
    (during training)

    6
    Level 3: Behavior

    • How far your trainees have changed their behavior, based


    on the training they received
    • Determine to what extent participants can demonstrate
    transfer of learning to the workplace.
    • Evaluation at this level takes place 3-6 months post-
    training through observation of change in job behavior

    7
    Level 4: Results

    • analyze the final results of your training


    • Determine to what degree targeted outcomes occur as a
    result of the learning event and subsequent reinforcement
    • Evaluation focuses on the specific outcomes that were
    targeted as a result of training

    8
    When planning a training ….

    BEGIN WITH THE


    “END” IN MIND
    9
    PROPOSED FIFTH LEVELS OF
    LEARNING EVALUATION

    10
    A FIFTH LEVEL
    • JJ Phillips – 5th Level, Return on
    Investment (ROI) Comparing results
    to the cost of training
    • Roger Kaufman – 5th Level,
    Evaluates the impact of organization
    on external environment
    11
    RECAP:
    1.The four-level model of evaluation is used to
    assess the effectiveness of training
    2. There is an evaluation at each of the four
    levels – Reaction, Learning, Behavior, Results

    3. Planning is done with the “end” in mind


    4. There is a consideration of “fifth level” by
    contemporary trainers

    12
    THANK YOU

    Rachel Marie E. Salongcong

    (02) 488-33-58

    rmsalongcong@gmail.com

    www.informatics.com.ph

    You might also like