Typesof Evaluations Outcomes
Typesof Evaluations outcomes
Training programs are importantin providing the organization with the most efficient and performingteams. However, when providing training to a team, it is important tomeasure its effectiveness and efficiency. This paper examines thetypes of evaluations outcomes as illustrated in the Kirkpatrick`sFour-Level Training Evaluation Model.
According to Blanchard &Thacker (2013), reaction outcomes come in the first place and areinfluential on how much can be learned. Reaction outcomes show thereactions, emotions, and evaluations of the training experience.Measuring reactions is critical as it assists the trainer tounderstand how the training was received by an audience as noted byTaylor & Litz (2013).
Learning outcomes assist thetrainer to measure what the trainees have learned. They are measuredby analyzing the effectiveness of the learning purposes andobjectives. The trainer at this level analyzes how much knowledge theinterns have gained as a result of training (Landy & Conte,2016).
Behavior outcomes show how muchthe interns have changed their behavior as result of the process.These outcomes measure the degree to which the behavior learned hastransferred to the job (Blanchard & Thacker, 2013). The change inbehavior shows that the trainees have learned something, and the linkbetween job behavior analysis and evaluation is real.
Last, organizational outcomes areimportant to analyze the final consequences of the training.According to Blanchard & Thacker (2013), organizational outcomesare important since they reflect the performance gap of theorganization identified in the training needs analysis (Blanchard &Thacker, 2013).
In conclusion, evaluationoutcomes assist the trainer to understand what seems to work and whatdoes not function in the training process. They are not only projectoriented but also focus much on ways to improve training.
Blanchard, P. N., & Thacker,J. W. (2013). Effective training: Systems, strategies, and practice.Harlow: Pearson Education.
Landy, F. J., & Conte, J. M.(2016). Work in the 21st century: An introduction to industrial andorganizational psychology. Hoboken (NJ: John Wiley.
Taylor, E., & Litz, S.(2013). Donald Kirkpatrick’s ‘Four Level Evaluation Model’.Human Resource Management.