Class: The most commonly used method of evaluating the effectiveness of training is the Kirkpatrick Model. Kirkpatrick's Model is a four level process that looks at how effective the training done was by looking at

Level 1 – an immediate reaction

Level 2 – Pre and post or a comparison of what people know or can do before training to what they know and can do after training

Level 3 – Transfer of learning – did the training provided transfer to the work place

Level 4 – Return on Investment (ROI) is there a return on the investment made by an organization when training employees. Was the cost of doing training greater (positive) or less than (negative) the savings or improvement gains?

Kirkpatrick's Model is used to evaluate if training done was effective at meeting the learning objectives. A learning objective is what the learner should be able to do or know after training that they could not do or did not know before the training.

A training effectiveness analysis is different from a personal performance evaluation. The training effectiveness focuses only on how effective the training is that has been completed. The performance evaluation focuses on individual job performance and not specifically on training. When answering this question make sure to focus on the effectiveness of the training process.

• Why is it important to measure the effectiveness of trainng at all four levels?
• Explain how each level is applied in your organization. If a level is done explain how. If it is not done explain what you would do to convince your organization it is important to do.