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Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
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Kirkpatrick Model

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  • 1. Kirkpatrick model
  • 2. Kirkpatrick model <ul><li>Participant reaction to program: </li></ul><ul><li>offer insights into learners’ satisfaction with course </li></ul><ul><li>How much did participants learn: </li></ul><ul><li>to which extent learners achieved the objectives </li></ul>
  • 3. Kirkpatrick model <ul><li>How much of the learning participants retain after a period of time : </li></ul><ul><li>6 weeks to 6 months after the course </li></ul><ul><li>The impact of the training on the bottom line of organization: </li></ul><ul><li>did we fill the gap ? </li></ul>
  • 4. Level 1/ Reaction <ul><li>They are often referred to as “smiley sheets” </li></ul><ul><li>They assess how much participant liked the course </li></ul><ul><li>They measure the effectiveness of the program & how it can improve </li></ul>
  • 5. What it can not measure? <ul><li>Learning or ability to apply learning on the job </li></ul><ul><li>Changes in attitude or believes </li></ul><ul><li>Organizational impact </li></ul><ul><li>Trainer’s knowledge level </li></ul>
  • 6. Designing level 1 evaluation form <ul><li>Categories: decide what you want to measure & create questions that address it </li></ul><ul><li>Format: use a variety of response format (at least 4) </li></ul>
  • 7. Guidelines to make evaluation form <ul><li>Keep the form brief </li></ul><ul><li>Create a balance among the various types of information being collected </li></ul><ul><li>Obtain participant immediate reactions </li></ul>
  • 8. Level2/ learning <ul><li>It deals with what the participants actually learned during the training session </li></ul><ul><li>It demonstrates to which extent did the participants changed attitude, improve knowledge or increase skills as a result of attending the program </li></ul>
  • 9. Tests <ul><li>Consider the type of tests that you want to use, subjective or objective </li></ul><ul><li>Consider the time needed to grade the test </li></ul><ul><li>Keep them fairly simple </li></ul>
  • 10. observation <ul><li>This is where the trainer watch the participation & application of skills, tools & techniques during the session </li></ul>
  • 11. Level3/ purpose <ul><li>Measure lasting results from training </li></ul><ul><li>Identify areas in which trainees show greatest / least improvement </li></ul>
  • 12. Follow-up methods <ul><li>Prepare participants </li></ul><ul><li>If the training is not effective... find out why </li></ul><ul><li>Share follow-up with participants’manager </li></ul>
  • 13. Other methods <ul><li>Observation: trainer or another designated observer actually observe the employee back on the job using a checklist of the desired behaviors </li></ul><ul><li>Interviews: not only participants but those who are affected by or closely associated with the program participant </li></ul>
  • 14. Level4/ Evaluation-Results <ul><li>It measures the impact of the training on the organization </li></ul><ul><li>It demonstrate how did the training contributed in accomplishing organizational goals & objectives </li></ul>

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