Training Evaluation Models Applied in Organizations (Essay Sample)

Three Training Evaluation Models Applied in Organizations
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Three Training Evaluation Models Applied in Organizations
Training evaluation helps corporate training directors to analyze, reflect upon, and enhance coaching’s efficiency and effectiveness. Through evaluating their programs, trainers understand whether their strategies have achieved desired objectives or not. The three learning evaluation models that directors may use to analyze their coaching effectiveness are Phillips, Kirkpatrick, and Brinkerhoff. Each model has its benefits and shortcomings when applied in a training evaluating program. Organizations, therefore, often face diverse challenges in discerning the most appropriate option for meeting their employee needs. After examining the merits and demerits of all three coaching evaluation methods, this essay argues that Phillips’ ROI Model is the best for helping an organizational training director to generate the desired data for reporting talent development.
One of the commonly applied organizational learning evaluation models is the Kirkpatrick Model. According to Kim et al. (2020), Don Kirkpatrick designed this method in 1959 to assist firms in attaining their training goals. The whole evaluation process occurs in four primary levels: reaction, learning, behavior, and results (Kim et al., 2020). The reaction stage helps the trainer gauge the extent to which trainees find the coaching favorable and relevant to their areas of professionalism. The learning level measures the degree to which the learners gain the desired knowledge, confidence, skills, and commitment regarding their training participation. A coaching director uses the behavior stage to determine the participants' ability to apply the knowledge acquired during training at the workplace. The results level helps to determine the degree to which the training