Identifying Various Training Evaluation Models (Essay Sample)

Training Evaluation Models
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Three Training Evaluation Models
Training is an important investment that enables companies to increase their revenue, enhance their performance, and attain meaningful goals. As most training programs involve significant time and finances, thoroughly evaluating the effectiveness of this process is essential. Sim (2017) suggests that the training process can be done in a variety of ways, including on-site or off-site, structured or unstructured, and it should be tailored to the individual’s needs and preferences. The best way to evaluate training is to use a framework that integrates all three types of models used in organizations: Kirkpatrick, Brinkerhoff, and Phillip ROI. All three approaches have their pros and cons, it is important to evaluate the models and propose the one that would best assist a corporate training director in creating the data necessary for talent development reporting.
Kirkpatrick Model
The Kirkpatrick model is the most popular tool for evaluating training programs today. It rates both informal and formal modes of training alongside four ranks of criteria which include reaction, learning, behavior, and results (Ho et al., 2016). The Kirkpatrick approach is divided into four phases of research, where each phase shows a more accurate evaluation of the effectiveness of training courses. According to Kirkpatrick (2016) participants in the meeting, for example, are represented by the response level. The second step is the 'learning' phase, in which participants are introduced to a new setting and their skills are evaluated. The third stage of behavior assesses training results, learning behavior, and business success. Trainers evaluate the success of the training by measuring the change in behavior and job performance of learners, and the last stage monitors how well people are performing after the new training has been applied. At the fourth level, the evaluation focuses on the training outcomes in terms of business results, such as improved output, better quality control, lower costs, lower staff turnover, or more profitability. The main reason to consider investing in a training program is for positive changes when evaluating the financial results. As a result, there are no generally applicable assessment methodologies for use at the end of the process.