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Level 1 - Reaction - Where The Reaction of Learners Is Measured

This document discusses Kirkpatrick's model for evaluating training methods when measures are not easily quantifiable, such as attitudes and behaviors. It outlines the four levels of the model: 1) Reaction, which measures learner feedback and satisfaction; 2) Learning, which assesses knowledge gained; 3) Behavior, which determines if training changed on-the-job behavior; and 4) Results, which evaluates if training benefited the employer. A variety of methods are provided for each level, such as surveys, tests, observations, and performance comparisons with control groups, to help measure both tangible and intangible training outcomes.

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LinhThùy
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32 views2 pages

Level 1 - Reaction - Where The Reaction of Learners Is Measured

This document discusses Kirkpatrick's model for evaluating training methods when measures are not easily quantifiable, such as attitudes and behaviors. It outlines the four levels of the model: 1) Reaction, which measures learner feedback and satisfaction; 2) Learning, which assesses knowledge gained; 3) Behavior, which determines if training changed on-the-job behavior; and 4) Results, which evaluates if training benefited the employer. A variety of methods are provided for each level, such as surveys, tests, observations, and performance comparisons with control groups, to help measure both tangible and intangible training outcomes.

Uploaded by

LinhThùy
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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So how can HR evaluate training method results (rì dâu) when measures are not

easy to calculate?
We will apply Kirkpatrick’s (khơ pa trịc) model to evaluate the benefits of skills
that are hard to quanlify, such as attitudes and behaviours.

Level 1 –Reaction – Where the reaction of learners is measured


what was reaction to training?
we will measure the reactions of the participants and answers questions: Did
they like the training? what they thought and felt about the training? how much
they liked the trainers; and any suggestions they have for improving the
training..
how can we do that? you can use smiley sheets, feedback forms, verbal
reaction, surveys or questionnaires and online evaluations. What you are
looking for is a positive reaction when people describe their training experience
to you.
2. Learning – Where knowledge from before to after the learning experience is
measured
what was learned?
we will measure how much they learned. what did they learn? Did they get
experience for theirselve ? how the way, the behaviour they change after the
training?
Typically, we will measure by using a pre-test or post-test method. they will
have exam to assess knowledge or an on-the-job practical evaluation.
like you guys, students, after finishing each course, we always have a final test
to evaluate our knowledge by scores.

Level 3 Behaviour – Where transfer is measured


Did training change behaviour
we will measure if the training actually changes the employee’s behavior when
he or she returns to the job. how do they applied their learning for job or
changed their behaviour on-the-job. Did they put their learning into effect?
we can ongoing assessments, observations and interviews combined with
feedback.
4. Results – Where the effects of improved performance is measured
did training benefit employer?
We will measure whether the training benefited the employer or not.
About the tangible results of the training such as reduced cost, improved
quality. It includes outcomes that the organization has determined to be good
for business and employees
Post-training performance method : we will measure the participants’
performance after attending a training program to determine if behavioral
changes or not

Pre-Post-Training Performance Method : this approach performances the


employees is measured before the training. After finish training, they will be
tested again and compared with performance before that. e.g.if this guy can
increase in productivity that means training is effective.

Pre-Post-Training Performance with Control Group Method: two groups


are established . one is controling group work on the job without instructions.
On the other hand, the experimental group is given the instructions. At the
conclusion of the training, the two groups are re-evaluated. If the training is
really effective, the experimental group’s performance will have improved, and
its performance will be substantially better than that of the control group.

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