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Essay / Research Paper Abstract
A 4 page paper. Following an introductory statement, this essay describes each of the four levels of training evaluation as proposed by Donald Kirkpatrick. The writer provides the type of instrument that could be used at each level and the advantage of each level. Bibliography lists 3 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGkrk4l.RTF
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Unformatted sample text from the term paper:
another way, what is the companys return on investment (RIO) from these training programs (McGivern and Bernthal, 2002). Its a fair question because the company must receive value from expenses
if they are going to remain competitive. McGivern and Bernthal (2002) provided a number of reasons for measuring the outcomes of training and development programs (McGivern and Bernthal, 2002). These
reasons include: to justify the expenses involved; to determine if the content of training programs is in line with the corporate mission and goals; to determine if the training program
changes behaviors; and to determine if there are any gaps that need to be filled in the training program (McGivern and Bernthal, 2002, p. 7). In 1959, Donald Kirkpatrick designed
an evaluation process to measure the outcomes of training (McGivern and Bernthal, 2002). His process has 4 sequential levels, each succeeding one being more discrete in its evaluation process (Chapman,
2006; McGivern and Bernthal, 2002; Winfrey, 1999). Winfrey (1999) reports: "According to this model, evaluation should always begin with level one, and then, as time and budget allows, should move
sequentially through levels two, three, and four." Each lower level provides insight and information for the level above it (Winfrey, 1999). Each level is described and explained on the following
pages. Level 1: Reaction. This is exactly what it sounds like - what are the reactions and perceptions of the training participants beginning with the most basic question: "Did they
like it?" (Winfrey, 1999). "How did they feel about it?" (Chapman, 2006; McGivern and Bernthal, 2002). The feedback tools or instruments used at this level are referred to as "happy
sheets" (Chapman, 2006) or a "smile sheets" (Winfrey, 1999). The presenter might also use verbal reactions or even a survey or questionnaire the next day (Chapman, 2006). This type
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