|
A number of models have
been developed presenting approaches to training evaluation research.
Here we review two widely known models—Kirkpatrick’s model of training
effectiveness, and the Training Intervention Evaluation Research (TIER)
model.
Kirkpatrick’s 4-level model of Training Effectiveness Evaluation
(1959) is perhaps the
most commonly used framework for assessing training effectiveness:
|
Level |
Name |
Description |
Assessment Method |
|
1 |
Reaction |
How do participants
react to the training?
|
participant reactions
are typically assessed through self reports (e.g.,
participant feedback questionnaires, focus group sessions
with participants, and recording informal participant
comments observed by researchers) |
|
2 |
Learning |
To what
extent does participant knowledge and skills improve (and
attitudes change) as a results of training? |
skill
acquisition can be evaluated by administering pre- and
post-test scores, examining simulation metrics, collecting
on-the-job assessments, and by gathering supervisor ratings
or reports of performance. Attitude changes can also
be captured through supervisor, co-worker and self reports |
|
3 |
Behavior |
To what extent did participants’ behavior
transfer back to the workplace as a result of training? |
Behavior transfer can be captured
via self-assessment questionnaire, on-the-job observation and ratings
from customers, peers and superiors
|
|
4 |
Results |
What organizational
benefits resulted from the training?
|
indicators of organization level effects of training can be
obtained from unit performance reports, quality inspections,
and interviews with organizational leaders |
Moving from one level to
the next – from training evaluation via individual trainee reactions
through assessment of organizational results - presents increased
complexity and a multitude of new challenges and threats to the validity
of the research for the evaluator. The training effect must be robust
and the research design sensitive enough to capture the effect amid
various extraneous variables.
The
Training Intervention Effectiveness Research (TIER) model
presents 4 stages to
training effectiveness research, beginning with
Formative and
Process research
during training development and moving to
Outcome and
Impact evaluation
of the short and long term training impact, respectively, of the mature
training program.
|
Stage |
Name |
Description |
|
1 |
Formative Research |
training needs, goals,
and objectives are defined and initial training and assessment materials
are developed with input from subject matter experts, end users and
trainers
|
|
2 |
Process Research |
preliminary materials and instructional strategies are pilot
tested to assess the validity of instruments, and develop
recommendations for refinement and finalization of materials |
|
3 |
Outcome Research |
focuses
on determining if the training is affecting outcomes in the
hypothesized direction, such as increasing skills or
knowledge or reducing time to skill acquisition |
|
4 |
Impact Assessment |
the long term effects of
the training on the individual, as well as the organization are
investigated
|
|
