Kirkpatrick and Beyond: A Review of Models of Training Evaluation.

摘要

Training evaluation is a bit like eating five portions of fruit and vegetables a day; everyone knows that they are supposed to do it, everyone says they are planning to do better in the future and few people admit to having got it right. Many organizations are not satisfied that their methods of evaluating training are rigorous or extensive enough to answer questions of value to the organization. And this is all despite the fact that there is a model of training evaluation that has been popular for decades, i.e. Kirkpatrick's four level model of training evaluation, beginning with immediate participant reactions to a training experience and ending with organizational impact. It may be that the discomfort with our activity is because our models are no longer up to the job and need a serious overhaul. If this is so, who are the main contenders. In this review, we look critically at the Kirkpatrick model and compre it to others. We explore what these models might imply about the process of learning and changing behavior, and we also review some of the research evidence on training evaluation that throws light on issues associated with evaluating at different levels.