BUS FPX 4047 Assessment 4 Developing a Training Evaluation Plan

BUS FPX 4047 Assessment 4 Developing a Training Evaluation Plan

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Capella University

BUS-FPX4047 Employee Training and Development

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Date

Introduction

The creation of an effective training plan is crucial for organizations aiming to develop competent and successful employees. Equally important is the establishment of a strong evaluation plan to assess the effectiveness of the training program. Evaluating the success of a training program allows organizations to identify areas of achievement as well as areas that require improvement. A well-designed and effective training program can be used with future employees, thereby saving valuable time and resources. Donald Kirkpatrick’s evaluation model offers a structured approach to evaluating the success of training programs through four distinct levels.

Kirkpatrick’s Evaluation Model

The Kirkpatrick Evaluation Model, developed by Dr. Donald Kirkpatrick in the 1950s, consists of four levels: reaction, learning, behavior, and results (Bates, 2004). While some trainers may focus prematurely on the desired results of the training, a comprehensive review of each level is necessary to assess the program’s full impact.

Level 1 – Reaction

The first level of the Kirkpatrick model focuses on participants’ reactions to the training, assessing their enjoyment, engagement, and perception of the program’s relevance to their roles. This phase of evaluation typically involves using observation checklists and gathering verbal feedback (Blanchard & Thacker, 2013). Trainers often assess how engaged participants were, the relevance of the training content to their job responsibilities, and their overall enjoyment of the program.

Level 2 – Learning

At this stage, the evaluation shifts to assessing participants’ knowledge, attitudes, and skills gained during the training. Pre- and post-training surveys are commonly used to measure the extent to which the program’s objectives have been met (Smidt et al., 2009). These surveys allow trainers to compare participants’ knowledge before and after the training to gauge the effectiveness of the program.

Level 3 – Behavior

The third level of the model evaluates participants’ ability to apply the skills and knowledge acquired during the training in their work environments. Behavioral changes are often assessed through one-on-one interviews or group discussions (Blanchard & Thacker, 2013). Trainers may inquire about how participants have applied what they learned to improve their job performance.

Level 4 – Results

The final level evaluates the overall impact of the training program on the organization. This level involves comparing the actual learning outcomes with the predefined objectives of the training (Bates, 2004). By assessing the results, organizations can identify areas where the program succeeded and areas that may need further development or expansion.

How Evaluation Will Be Measured

To assess the efficacy of the training program, the focus will be placed on levels 2 and 3 of the Kirkpatrick model. The use of pre- and post-training surveys will provide valuable insights into participants’ knowledge gains and behavioral changes. Additionally, observing relevant behaviors, such as increased engagement in conversations, active participation, and confidence in applying learned skills, will further contribute to the evaluation process.

By focusing on levels 2 and 3, organizations can ensure that employees are applying what they have learned in their day-to-day tasks. A lack of observed behavioral improvements after training may indicate a need for adjustments to the program or additional training sessions.

BUS FPX 4047 Assessment 4 Developing a Training Evaluation Plan

Table: Kirkpatrick’s Evaluation Levels

References

Bates, R. (2004). A critical analysis of evaluation practice: The Kirkpatrick model and the principle of beneficence. Evaluation and Program Planning, 27(3), 341-347.

Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Prentice Hall.

BUS FPX 4047 Assessment 4 Developing a Training Evaluation Plan

Smidt, A., Balandin, S., Sigafoos, J., & Reed, V. A. (2009). The Kirkpatrick model: A useful tool for evaluating training outcomes. Journal of Intellectual & Developmental Disability, 34(3), 266-274.