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Kirkpatrick model

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Will help to learn Kirkpatric Model for Training Evaluation

Will help to learn Kirkpatric Model for Training Evaluation

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Kirkpatrick model Kirkpatrick model Presentation Transcript

  • -Sanket Kulkarni- The Kirkpatrick Model for Training Program Evaluation Monday, August 19, 2013
  • Monday, August 19, 2013 1 Model developed by Donald L Kirkpatrick, Professor at Emeritus, University Of Wisconsin. Also known as Kirkpatrick’s Four Level of Evaluation. Model is used to evaluate Training Program. It is considered an industry standard across HR and Training Communities. Kirkpatrick Model for Training Program Evaluation (source: http://www.businessballs.com/kirkpatricklearningevaluationmodel.
  • Monday, August 19, 2013 2 Kirkpatrick Model for Training Program Evaluation
  • Monday, August 19, 2013 3 1. Measures personal reaction or the experience of participants with respect to the training program. 2. Measures the learning / increase in knowledge or intellectual capability from ‘before to after’ the training program. 3. Evaluate whether what was learned in the training program is being implemented on job. 4. Analyze the effect on the business or environment resulting from the improved behaviour / performance of the trainee. (source: http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm) 1.Reaction s 2. Learning 3. Behaviour 4. Results Kirkpatrick Model for Training Program Evaluation Whether people are happy or upset with the training Have The Trainees Learnt what they were intended to learn. Have the trainees put the relevant learning into effect when back on the job? To judge the Cost –Benefit Analysis of the training program • Verbal Reaction • Feedback Forms • Online • Post Training Exams • Interviews. On the job observation 360 Degree Feedback Change in key performance indicators, such as: •Volumes •Staff Turnover WHAT WHY HOW
  • Monday, August 19, 2013 3 1. Measures personal reaction or the experience of participants with respect to the training program. 2. Measures the learning / increase in knowledge or intellectual capability from ‘before to after’ the training program. 3. Evaluate whether what was learned in the training program is being implemented on job. 4. Analyze the effect on the business or environment resulting from the improved behaviour / performance of the trainee. (source: http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm) 1.Reaction s 2. Learning 3. Behaviour 4. Results Kirkpatrick Model for Training Program Evaluation Whether people are happy or upset with the training Have The Trainees Learnt what they were intended to learn. Have the trainees put the relevant learning into effect when back on the job? To judge the Cost –Benefit Analysis of the training program • Verbal Reaction • Feedback Forms • Online • Post Training Exams • Interviews. On the job observation 360 Degree Feedback Change in key performance indicators, such as: •Volumes •Staff Turnover WHAT WHY HOW
  • Monday, August 19, 2013 3 1. Measures personal reaction or the experience of participants with respect to the training program. 2. Measures the learning / increase in knowledge or intellectual capability from ‘before to after’ the training program. 3. Evaluate whether what was learned in the training program is being implemented on job. 4. Analyze the effect on the business or environment resulting from the improved behaviour / performance of the trainee. (source: http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm) 1.Reaction s 2. Learning 3. Behaviour 4. Results Kirkpatrick Model for Training Program Evaluation Whether people are happy or upset with the training Have The Trainees Learnt what they were intended to learn. Have the trainees put the relevant learning into effect when back on the job? To judge the Cost –Benefit Analysis of the training program • Verbal Reaction • Feedback Forms • Online • Post Training Exams • Interviews. On the job observation 360 Degree Feedback Change in key performance indicators, such as: •Volumes •Staff Turnover WHAT WHY HOW
  • Monday, August 19, 2013 3 1. Measures personal reaction or the experience of participants with respect to the training program. 2. Measures the learning / increase in knowledge or intellectual capability from ‘before to after’ the training program. 3. Evaluate whether what was learned in the training program is being implemented on job. 4. Analyze the effect on the business or environment resulting from the improved behaviour / performance of the trainee. (source: http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm) 1.Reaction s 2. Learning 3. Behaviour 4. Results Kirkpatrick Model for Training Program Evaluation Whether people are happy or upset with the training Have The Trainees Learnt what they were intended to learn. Have the trainees put the relevant learning into effect when back on the job? To judge the Cost –Benefit Analysis of the training program • Verbal Reaction • Feedback Forms • Online • Post Training Exams • Interviews. On the job observation 360 Degree Feedback Change in key performance indicators, such as: •Volumes •Staff Turnover WHAT WHY HOW
  • …THANK YOU…