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Evaluating Training Programs: The Four Levels Donald L Kirkpatrick
Publisher: Berrett-Koehler Publishers

One popular approach is Kirkpatrick's Four Levels of Evaluation. There are several approaches used to measure the effectiveness of training. A quick online search will yield hundreds of results about training evaluation and the various levels … some will even list Kirkpatrick's four levels differently. He advises working backwards through his four levels more as a design, rather than an evaluation, strategy; that is: What business results are you after? With today's emphasis on measuring human resource management's impact, it is crucial that the manager evaluate the training program. A cohort study was performed to assess the impact of an intensive, hands-on, supervised training program in ophthalmic clinical evaluation, for ophthalmology residents and private practitioners. (Discovering after training that customer service complaints it the training field has perhaps put the cart before the horse. Recognize Business Challenges Facing Training Stakeholders; Recall Key Principles of Training Evaluation; Differentiate the Four Levels of Evaluation. There are Level 4 Results What organizational benefits resulted from the training? At the entry level, the mean scores were <1 (never done or occasionally done) for "specular reflection", "four-mirror gonioscopy", "documentation of retina findings", "interpretation for Amsler" and "interpretation of color vision tests"; all of which improved significantly post-training. Creating and Demonstrating Value. For one thing, the taxonomy invites evaluating everything after the fact, focusing too heavily on end results while gathering little data that will help inform training program improvement efforts.