The Four Levels of Evaluation Training
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Gain practical knowledge for creating an effective evaluation strategy for any training program or training initiative.According to Trainingmag.com, on average, companies spend about $1000 per year on training per employee. That is a lot of money. Given the financial implications and increasing complexities that a wide range of organizations and professionals are facing to address operational issues, training professionals must learn how to develop and implement more effective training programs. There are several strategies that can be applied to evaluate training programs. Arguably, the most widely used model for the evaluation of training and learning is Donald Kirkpatrick's four levels of evaluation: reaction, learning, behavior and results. According to this model, evaluation should always begin with level one, and then, as time and budget allows, should move subsequently through levels two, three and four. This topic will include understanding the four-level model and how to apply it. It will also provide practical guidance for creating an effective evaluation strategy for any training program or training initiative.
AuthorsLarry Hammond Sr., V1H Consulting
Training and Evaluation Principles
• Instructional Systems Design Model (ISD) - ADDIE
• Why Train?
• Positive Training Philosophy
• Why Evaluate?
Planning a Training Evaluation
• Methodologies for Evaluation
• Evaluation Objectives
Kirkpatrick's Four Level Model
Evaluation Methods and Tools
• Evaluation Forms
• Keys to Success
Case Study - Service Over and Above the Rest (SORE)
• Key Service Style Components
• Participant Reaction Survey
• Training Team Recommendations