Summary:
To affirm value of a training course, we need to base on different aspects such as efficiency, performance, economics, and its suitability. However, the effectiveness of training is always the most important criterion to determine the true value of the training course. The Donald Kirkpatrick’s 4 level - evaluation model will contribute to providing useful information, data, evaluating its effectiveness, and being a basis to consider other aspects of the training. This article presents the principles, aspects and evaluation levels according to Donald Kirkpatrick’s model, including: reaction, learning outcomes, behaviors and outcomes.
Refers:
[1] Kirkpatrick, D.L. - Kirkpatrick, J.D, (2007), Implementing the Four Levels, Berrett-Koehler Publishers.
[2] Kirkpatrick, D.L. - Kirkpatrick, J.D, (1994), Evaluating Training Programs, Berrett-Koehler Publishers.
[3] Kirkpatrick, D.L. - Kirkpatrick, J.D, (2005), Transferring Learning to Behavior, Berrett-Koehler Publishers.
[4] Watkins, R. - Leigh, D. - Foshay, R. - Kaufman, R. (1998), Kirkpatrick Plus: Evaluation and Continuous Improvement with a Community Focus Educational Technology Research & Development, 46(4), pp. 90-96.
[5] Crystal A. Wilkinson, (2013), Competency Assessment Tools for Registered Nurses: An Integrative Review The Journal of Continuing Education in Nursing, (Vol. 44, Issue 1), pp. 31-37.
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