I am an independent consultant working on a project in L&D. Kindly guide me in the practical modes and methods of using "Kirkpatrick" for training assessment. Also, how to measure the impact of training on the individual performance of an employee? Please shed some light on this.
Thank you in advance.
From India, Coimbatore
Acknowledge(0)
Amend(0)
Thank you in advance.
From India, Coimbatore
Acknowledge(0)Amend(0)
Dear Jerincepeter,
What is your objective? Would you like to prove the effectiveness of the Kirkpatrick Model or measure the effectiveness of your consulting service to your client? The reply depends on your objective. If the former is your objective, then no suggestions can be given. Nevertheless, if the latter is your objective, you may consider an alternative to this model.
About the Kirkpatrick Model: A lot of material on the internet is available on the Kirkpatrick Model. However, to implement the model, it requires a lot of willpower from management, HR, participants, and finally from the trainer's side. These things that look very beautiful on paper are equally difficult to implement.
My years in training have shown me that barely 1% of the companies show willingness to reach Level III of this model. This is because the model focuses on learners and not on the organization. Employee training is conducted to fulfill the needs of the organization. The interest of the organization is of paramount importance.
Earlier, I have given an extensive reply on the subject of employee training. Click the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8220What is your objective? Would you like to prove the effectiveness of the Kirkpatrick Model or measure the effectiveness of your consulting service to your client? The reply depends on your objective. If the former is your objective, then no suggestions can be given. Nevertheless, if the latter is your objective, you may consider an alternative to this model.
About the Kirkpatrick Model: A lot of material on the internet is available on the Kirkpatrick Model. However, to implement the model, it requires a lot of willpower from management, HR, participants, and finally from the trainer's side. These things that look very beautiful on paper are equally difficult to implement.
My years in training have shown me that barely 1% of the companies show willingness to reach Level III of this model. This is because the model focuses on learners and not on the organization. Employee training is conducted to fulfill the needs of the organization. The interest of the organization is of paramount importance.
Earlier, I have given an extensive reply on the subject of employee training. Click the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
SIMPLEST AND UNIQUE WAY TO MEASURE STRESS!.doc