Organizations do arrange employees training programs in bringing about a positive change in the overall development of the company’s business activities. Whenever an organization begins, to train you it involves money, time, and expenditure and at the same time, they would expect to have better return on investment.
Therefore, in order to evaluate the performance of the participants in the training, Kirkpatrick’s level of evaluation, a four-level training evaluation model can become a better tool of measurement.
Four Levels of Kirkpatrick’s Level of Evaluation
- Satisfaction – Level 1
- Learning – Level 2
- Behavior – Level 3
- Results – Level 4
In the level 1, the evaluation process check for the immediate reaction to the program, your perception, post-training surveys, feed forms, smile sheets, interviews, etc. The questionnaire can be situation based such as focused on the delivery aspects, the room temperature when training programs were conducted.
In the level 2, learners test, you will be checked on your performance at various instances such as before, during, and after the training programs. In order to evaluate your performance, organizations do make use of questionnaire, skills practices, performance demonstrations, skill, and confidence building exercises.
In the level 3, organizations do expect you to upgrade skills, and knowledge and implement on the job performance. Moreover, your behavior is judged on different parameters such as, the job coaching, manager appraisal, and performance reviews, etc.
In the level 4, it describes the impact on the organization. Questionnaire, action planning, and performance monitoring are the basic methods employed to evaluate your performance. In the result, evaluator must not forget to include the factors that influence the key indicators. Moreover, it should be checked whether the changes obtained are the results of the program or not.