BUS FPX 4047 Assessment 3 Developing a Training Program
Phillip February 28, 2024 No Comments

BUS FPX 4047 Assessment 3 Developing a Training Program

BUS FPX 4047 Assessment 3 Developing a Training Program

Name

Capella university

BUS-FPX4047 Employee Training and Development

Prof. Name

Date

Developing a Training Program

Kirkpatrick’s Four Levels of Evaluation: A Comprehensive Assessment Framework

Donald Kirkpatrick’s Four Levels of Evaluation provides a widely recognized framework for assessing the effectiveness of training and development programs. Each level represents a different aspect of evaluation, ranging from immediate reactions to long-term organizational results. According to Kirkpatrick (n.d.), “Each successive level of the model represents a more precise measure of the effectiveness of a training program.”

Level 1: Reaction

What it is:

Level 1 measures participants’ initial reactions and feelings toward a training program, assessing whether learners found the training engaging, relevant, and enjoyable.

Importance:

This level helps trainers understand the immediate response of participants and provides valuable insights into the quality of the training materials and delivery. Positive reactions can motivate learners to engage more actively in the training.

Methods:

Common methods include surveys, feedback forms, and post-training questionnaires, where participants rate aspects such as content, instructor effectiveness, and overall experience (Alsalamah & Callinan, n.d.).

BUS FPX 4047 Assessment 3 Developing a Training Program

Level 2: Learning

What it is:

Level 2 evaluates the extent to which participants have acquired new knowledge and skills from the training, measuring what participants have learned and retained.

Importance:

Assessing learning is crucial for determining whether training objectives have been met and for identifying gaps in knowledge to inform adjustments to the training program.

Methods:

Methods include pre-and post-training assessments, quizzes, tests, observations, and skill demonstrations. Comparing participants’ knowledge or skills before and after the training provides insights into their learning progress.

Level 3: Behavior

What it is:

Level 3 assesses the application of knowledge and skills acquired during training in the participants’ workplace or real-life situations, focusing on behavioral changes.

Importance:

This level is critical for measuring the practical impact of the training, determining whether it has influenced participants’ behavior, job performance, and decision-making (Learning, n.d.).

Methods:

Methods involve direct observation, supervisor evaluations, self-assessments, and performance metrics to monitor and measure changes in participants’ behavior, such as improved job performance and adherence to new procedures.

Level 4: Results

What it is:

Level 4 evaluates the long-term impact of the training program on organizational goals and outcomes, measuring the actual business results or benefits attributable to the training.

Importance:

Level 4 is crucial for directly linking training investments to organizational performance, helping organizations assess the return on investment (ROI) for their training programs.

Methods:

Methods include analyzing key performance indicators (KPIs), financial data, productivity metrics, customer satisfaction, and employee retention rates to assess the sustained impact of the training on organizational goals over time.

Application of Levels 3 and 4 in a Training Scenario

In a scenario where a company has invested in a leadership development training program:

Level 3 – Behavior:

The company can assess the behavior of trained leaders by measuring their performance in areas such as decision-making, team collaboration, and conflict resolution through supervisor evaluations, peer feedback, and self-assessments.

Level 4 – Results:

To determine the long-term impact of the leadership training, the company can examine key business metrics such as improvements in employee retention rates, customer satisfaction scores, productivity levels, and revenue growth.

Conclusion

In conclusion, Kirkpatrick’s Four Levels of Evaluation provide a comprehensive framework for assessing the effectiveness of training programs, from initial reactions to long-term organizational results. Levels 3 and 4 are particularly important as they evaluate the practical application of skills and the tangible impact on business outcomes.

References

Alsalamah, A., & Callinan, C. (n.d.). Adaptation of Kirkpatrick’s four-level model of training criteria to evaluate training programmes for Head Teachers. [PDF]. Retrieved from https://www.researchgate.net/publication/349990496_Adaptation_of_Kirkpatrick’s_Four-Level_Model_of_Training_Criteria_to_Evaluate_Training_Programmes_for_Head_Teachers

Kirkpatrick, D. (n.d.). Evaluating training programs: The four levels. Retrieved from https://www.researchgate.net/publication/257496612_Evaluating_Training_Programs_The_Four_Levels_Donald_L_Kirkpatrick_BerrettKoehler_Publishers_San_Francisco_CA_1996_229_pp

Learning, A. (n.d.). What is the Kirkpatrick Model? Learn the 4 levels of evaluation. Ardent Learning – Custom eLearning & Corporate Training. Retrieved from https://www.ardentlearning.com/blog/what-is-the-kirkpatrick-model

BUS FPX 4047 Assessment 3 Developing a Training Program