The document discusses Kirkpatrick's Model of Evaluation, which provides a framework for evaluating training programs. The model includes 4 levels - reaction, learning, behavior, and results. Level 1 evaluates trainees' satisfaction with the training. Level 2 assesses new knowledge and skills from training. Level 3 looks at whether behavior changed on the job. Level 4 determines if the organization benefitted through achieved goals. The reasons for evaluation are to see if training contributes to goals, decide on future programs, and determine financial costs and benefits.

1. Rahul
Jayendra
Nishant
Rhea
Meghraj

2. 
Definition

Kirkpatrick’s Model of Evaluation

Reasons for Evaluation

3. •
•
Comparison of post-training results to pretraining objectives
Determining the EFFECTIVENESS of a training
program(Kirkpatrick, 1994)

5. 1. Evaluation of Reaction

Is the trainee satisfied by the training?

Positive or Negative

6. 2. Evaluation of Learning

New skills acquired after training

New ideas, concepts

7. 3. Evaluation of Behavior


Change in attitude of the trainee after
training
Effect of training on job performance

8. 4. Evaluation of Results


Has the organization benefitted from the
training?
Have the goals been achieved?

10. 



To determine whether training contributes to
the organization's goals or not
To decide whether to continue or discontinue
the training programs
To improve future training programs
To determine the financial benefits and costs
of the programs