The Kirkpatrick Training Evaluation Model (Essay Sample)

The Kirkpatrick Training Evaluation Model

Most organizations engage in training as one of the major investments. Consequently, training is very important in an organization as it helps improve productivity, boost revenues, and enable the attainment of the set strategic goals. Therefore, as an investment, training has to be effective for it to benefit the organization. The Kirkpatrick model involves several levels such as reaction, learning, behavior, and results. On the other hand, Jack Phillips developed the return on investment (ROI) in training and employee performance. The third model was developed by Robert Brinkerhoff and is known as the Success Case Method (SCM). This paper describes the above three training evaluation models and illustrates the best one for a training director aiming at collecting data for talent development reporting.
The Kirkpatrick Model
The Kirkpatrick training evaluation model is based on four levels under which different aspects of the training are evaluated. According to Kirkpatrick and Kirkpatrick (2016), the first level of the model focuses on reaction, where the manager determines the participants' response to the training to ensure that the best learning conditions are met. The second level concentrates on whatever the participants learned from the training. The third level is on behavior and helps determine whether the participants practice whatever they learned from the training. The fourth level focuses on results and determining whether they meet the stakeholders’ expectations. The Kirkpatrick training evaluation model has proved to be quite effective as many organizations widely use it (Tripathi & Bansal 2017). Additionally, several other models have been developed from the Kirkpatrick model, such as Philips’ ROI model.
The Return-on-Investment Model
The return on investment (ROI) model focuses on the benefits, costs, and return on investment aspects of training. The model has five levels which are extracted from the Kirkpatrick model. Like the Kirkpatrick model, the first and second levels of the ROI model are reaction and learning and evaluate how the participants react to the training and whatever they learned, respectively (Phillips, & Phillips, 2016). The third level concentrates on the application and implementation of whatever was learned from the training. Additionally, the third level of the ROI model also helps determine whether the participants develop learning issues or implement whatever was learned. The fourth level focuses on the training’s impact and the delivery of the expected outcomes. The fifth level concentrates on a benefit-cost analysis that finds out the training’s value through the return on investment.
The Brinkerhoff Evaluation Model
The Success Case Method (SCM) model helps assess how well the training works and the possible reasons for its failure. According to Ghosh (2020), the major difference between the SCM model and the other two is that it can be applied to many activities and not limited to training. Additionally, the SCM only focuses on the participants who most successful or least completed the training and not all participants like the other models. The necessary steps involved in the SCM model include the planning of a case study and framing an impact model that describes success. Thirdly, the model includes the identification of the best- and worst-case situations. Fifthly, the effective cases should be documented according to and lastly, the formulation of the conclusions through the communication of the results and recommendations.