Three 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
           Continuous training is at the heart of any successful organization. Managers need to train new employees on how to efficiently and effectively perform their duties. Even old employees need continuous learning to further their skills and improve their innovativeness in the workplace. The three primary training evaluation models that an organization may use to train its employees are Kirkpatrick, Brinkerhoff, and Phillips models. Since each model has its merits and demerits, organizations often face immense challenges in selecting the most appropriate option that meets their needs. An analysis of the pros and cons of all three training evaluation models shows that Phillips’ ROI Model is the most efficient choice for guiding corporate training directors to generate data needed for their talent development reporting.
           The Kirkpatrick Model is one of the oldest and commonly used training evaluation models. Don Kirkpatrick developed this model in 1959 to help organizations evaluate their training programs (DeSilets, 2018). In this model, Kirkpatrick suggested four levels of training evaluation procedures. The first level is the reaction, which helps the trainer determine the participants’ responses. The second one is learning, where the professional uses short quizzes to identify what the trainees learned from the training. The third level is behavior, where the trainer uses different assessment methods to determine if the participants can put what they have learned into practice. The final stage is results, where the training professional assesses the training results against stakeholders’ expectations through Return on Expectation (ROE) (Ho et al., 2016). Therefore, the Kirkpatrick Model