Discussion on Training Evaluation Models (Essay Sample)

Training Evaluation Models
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Training Evaluation Models
Organizations require training to enhance and develop the knowledge and skillsets of their staff, which requires money, energy, and time. These expenditures on training and development should be aligned to the return on investment for a company. Hence, the Human Resource Department in organizations faces pressure to justify the training expenditures with results. Therefore, an organization should consider a training evaluation model that produces data critical for Talent Development Reporting (TDR). TDR allows an organization to assess the staff's competencies and knowledge, which helps evaluate the significance of a training program. Overall, the Brinkerhoff (Success Case Model) (SCM) model is the best approach for data gathering for TDR because it provides tools that consider an employee's strengths.
Kirkpatrick Training Evaluation Model
The Kirkpatrick Evaluation Model is largely used and a very popular training model. It offers a training framework that comprises a four-level strategy to evaluate the training program efficiency (Reio et al., 2017). These four levels constitute a chain involving moving from one level to the next. For instance, level one considers learning experiences, including learner providing feedback on training. Level two focuses on testing trainees, while level three seeks to assess trainees' performance. Finally, level four focuses on outcomes such as quality and productivity. The critiques for this model pose that it has little evidence to support a favorable learning response because it lacks a linear causality. Their model also indicates a link between the levels. The evaluation approach mainly focuses on the behavioral outcomes of trainees. Another assumption that is posited is the hierarchical levels that the model assumes. It is considered that the higher two levels are of more value and importance than the lower two. This assumption makes human resource departments skip some levels, which Kirkpatrick argues is wrong because all levels are of infinite importance (Reio et al., 2017). Thus, other models aim to improve the evaluation process.
Phillip’s ROI Model
The Phillips model of training was developed to address several shortcomings that he found in the Kirkpatrick model. Thus, he added another level (return on investment) to address these shortcomings. This addition was because the four models only focused on evaluating the effectiveness and ignored the monetary benefits to the organization. Notably, the first stage of the model is based on establishing trainees’ perspectives on the program and the use of acquired skills. The second stage shows the competencies of trainees, while the third level considers the application of the acquired skills. It also gives the financial benefits received during a particular training session. The model thus posits that professionals need to justify the cost benefits. This model considers the cost benefits instead of other models that consider satisfaction as a measurement.
The Brinkerhoff Model
Robert Brinkerhoff introduced this model that evaluates training effectiveness in 2003. It helps the organization understand how well the training has worked and why it failed (Brinkerhoff, 2016). In other words, the model assumes that the two extreme cases of success and failure indicate the level of effectiveness. If most participants exhibit behavioral improvement, the training program is effective, while too many failures indicate ineffectiveness. The steps that are considered for accessing the effectiveness of this training include planning the case study, framing the model to define success, identifying the best and worst cases, documenting the compelling cases and feedback, and finally, formulating conclusions that require recommendations and communication. The training differs from other models in two main ways. Firstly, it is not done on all participants but considers extreme cases only. This consideration means that only those who have completed successfully and those who have least completed the training are considered (Reio et al., 2017). Secondly, the model does not limit its effectiveness to training sorely but also finds other activities.
Conclusion
In conclusion, the best method for TDR would be the Brinkerhoff training model from the models discuss