Kirkpatrick's four levels of evaluation model

2018 ◽  
pp. 23-26
Keyword(s):  
Evaluation Model ◽  
Four Levels Of Evaluation ◽  
Four Levels ◽  
Levels Of Evaluation

Evaluating a physician leadership development program – a mixed methods approach

2016 ◽  
Vol 30 (3) ◽  
pp. 390-407 ◽  
Author(s):  
Cheryl Throgmorton ◽  
Trey Mitchell ◽  
Tom Morley ◽  
Marijo Snyder
Keyword(s):  
Leadership Development ◽  
Leadership Programs ◽  
Physician Leadership ◽  
Program Outcomes ◽  
Content Type ◽  
Evaluation Strategy ◽  
Physician Leaders ◽  
Four Levels Of Evaluation ◽  
Four Levels ◽  
Levels Of Evaluation

Purpose – With the extent of change in healthcare today, organizations need strong physician leaders. To compensate for the lack of physician leadership education, many organizations are sending physicians to external leadership programs or developing in-house leadership programs targeted specifically to physicians. The purpose of this paper is to outline the evaluation strategy and outcomes of the inaugural year of a Physician Leadership Academy (PLA) developed and implemented at a Michigan-based regional healthcare system. Design/methodology/approach – The authors applied the theoretical framework of Kirkpatrick’s four levels of evaluation and used surveys, observations, activity tracking, and interviews to evaluate the program outcomes. The authors applied grounded theory techniques to the interview data. Findings – The program met targeted outcomes across all four levels of evaluation. Interview themes focused on the significance of increasing self-awareness, building relationships, applying new skills, and building confidence. Research limitations/implications – While only one example, this study illustrates the importance of developing the evaluation strategy as part of the program design. Qualitative research methods, often lacking from learning evaluation design, uncover rich themes of impact. The study supports how a PLA program can enhance physician learning, engagement, and relationship building throughout and after the program. Physician leaders’ partnership with organization development and learning professionals yield results with impact to individuals, groups, and the organization. Originality/value – Few studies provide an in-depth review of evaluation methods and outcomes of physician leadership development programs. Healthcare organizations seeking to develop similar in-house programs may benefit applying the evaluation strategy outlined in this study.

scholarly journals Four levels of evaluation nurse training program on regional food

2020 ◽  
Vol 73 (suppl 6) ◽  
Author(s):  
Ádria Marcela Vieira Ferreira ◽  
Leidiane Minervina Moraes de Sabino ◽  
Lilia Jannet Saldarriaga Sandoval ◽  
Francisca Elisangela Teixeira Lima ◽  
Mariana Cavalcante Martins ◽  
...  
Keyword(s):  
Training Program ◽  
Educational Interventions ◽  
Nurse Training ◽  
Regional Food ◽  
Nutrition Training ◽  
Before And After ◽  
Post Test ◽  
Four Levels Of Evaluation ◽  
Four Levels ◽  
Levels Of Evaluation

ABSTRACT Objectives: to verify the effectiveness of a regional nutrition training program for nurses based on four levels of assessment: response, learning, behavior, and conclusions. Methods: this was a longitudinal, almost experimental before and after type of study, carried out in 2014 with eight nurses and 62 mothers attended in the Primary Health Care Units of the rural area of Ceará, Brazil, in a training program using educational technology on regional food. Results: the evaluations showed a positive reaction from the nurses; a very good post-test average (92.3%); a change in nurses’ behavior, verified by 30 educational activities after training; and satisfactory results, verified by improvement in knowledge, attitude and practice of the mothers about regional food and food safety after participating in the educational interventions carried out by the trained nurses. Conclusions: the training program was considered effective, showing positive results in the four levels of evaluation.

scholarly journals Adaptation of Kirkpatrick’s Four-Level Model of Training Criteria to Evaluate Training Programmes for Head Teachers

2021 ◽  
Vol 11 (3) ◽  
pp. 116
Author(s):  
Aljawharah Alsalamah ◽  
Carol Callinan
Keyword(s):  
Learning Outcomes ◽  
Evaluation Model ◽  
Training Process ◽  
Educational Training ◽  
Head Teachers ◽  
Female Head ◽  
Assessment Of Learning ◽  
Level Model ◽  
Four Levels ◽  
Training Programmes

Training programmes are evaluated to verify their effectiveness, assess their ability to achieve their goals and identify the areas that require improvement. Therefore, the target of evaluators is to develop an appropriate framework for evaluating training programmes. This study adapted Kirkpatrick’s four-level model of training criteria published in 1959 to evaluate training programmes for head teachers according to their own perceptions and those of their supervisors. The adapted model may help evaluators to conceptualise the assessment of learning outcomes of training programmes with metrics and instruments. The model also helps to determine the strengths and weaknesses of the training process. The adaptation includes concrete metrics and instruments for each of the four levels in the model: reaction criteria, learning criteria, behaviour criteria and results criteria. The adapted model was applied to evaluate 12 training programmes for female head teachers in Saudi Arabia. The study sample comprised 250 trainee head teachers and 12 supervisors. The results indicated that the adapted Kirkpatrick evaluation model was very effective in evaluating educational training for head teachers.

scholarly journals Evaluation of advanced infection and prevention technical training

2021 ◽  
Vol 3 (2) ◽  
pp. 321-330
Author(s):  
Ai Siti Sutilah
Keyword(s):  
Health Workers ◽  
Evaluation Model ◽  
Quantitative Description ◽  
Health Facilities ◽  
Technical Training ◽  
Primary Data ◽  
Average Value ◽  
Training Materials ◽  
Four Levels ◽  
Evaluation Of Learning

Evaluation of a technical education and training organization can provide positive outputs. This study aims to evaluate the implementation and understanding of the training participants regarding the knowledge of the training materials provided at the Advanced Infection and Prevention Technical Training for Health Workers at the Health Facilities during the COVID-19 Pandemic online, which was held at the Puslatkesda Provinsi DKI Jakarta. This study uses a quantitative description method using the Kirkpatrick Four Levels Evaluation Model, namely through four levels consisting of reaction, learning, behavior, and result. As for what was carried out in the study, it was evaluated at levels 1 and 2. This training was held in October 2020 Batch 1 with 40 participants. Instruments The instrument used is a questionnaire, and the results of the participants' assessment are in the form of pretest and posttestt. The source of data in this study is Puslatkesda data in 2020, namely primary data on the implementation of Advanced PPI Technical Training during the COVID-19 Pandemic. Following are the results of the research data analysis that of the seven evaluation categories at the reaction level to the implementation of the training. The results showed that as many as 18 respondents with a percentage of (45 percent) answered Very Satisfactory, then for reactions to resource persons an average, of 52.5-82.5 percent participants answered satisfactorily and very satisfactory. As for the evaluation of learning or learning, it appears that the average value of participants is 84.3, and there are 100 percent (40) training participants who have complete scores in the posttest stage. With all these descriptions, the Advanced Infection and Prevention Technical Training for Health Workers at Health Facilities during the COVID-19 Pandemic went well and satisfactorily.

Comparing Effectiveness of E-Learning Training and Traditional Training in Industrial Safety and Health

2013 ◽  
pp. 214-229
Author(s):  
Norlinda Binti Mohd Rozar ◽  
Abdullah Bin Ibrahim ◽  
Muhammad Ashlyzan Bin Razik
Keyword(s):  
Evaluation Model ◽  
Work Environments ◽  
Industrial Safety ◽  
Training Methods ◽  
Safety And Health ◽  
Traditional Training ◽  
E Learning ◽  
Four Levels ◽  
Kirkpatrick’S Model

In response to the demanding change in work environments, most companies not only depend on traditional training, but also on e-learning and emphasizing it in safety and health. The benefits and cost effectiveness of the benefits of e-learning training are trusted. Nevertheless, accidents still happen at the workplace. This has become an issue to be studied, especially on the effectiveness of e-learning training in comparison to traditional training. In this study, a framework to measure comparative effectiveness between these two learning environments was developed based on Kirkpatrick’s four-level evaluation model and a case study was applied to test all the levels of the framework. These four levels include participant reaction, learning, achievements, behavior of employees, and results. The interview results indicated that there is no difference in the rating of the effectiveness of the two training methods based on Kirkpatrick’s model.

Comparing Effectiveness of E-learning Training and Traditional Training in Industrial Safety and Health

2011 ◽  
Vol 1 (3) ◽  
pp. 46-61 ◽  
Author(s):  
Norlinda Binti Mohd Rozar ◽  
Abdullah Bin Ibrahim ◽  
Muhammad Ashlyzan Bin Razik
Keyword(s):  
Evaluation Model ◽  
Work Environments ◽  
Industrial Safety ◽  
Training Methods ◽  
Safety And Health ◽  
Traditional Training ◽  
E Learning ◽  
Four Levels ◽  
Kirkpatrick’S Model

In response to the demanding change in work environments, most companies not only depend on traditional training, but also on e-learning and emphasizing it in safety and health. The benefits and cost effectiveness of the benefits of e-learning training are trusted. Nevertheless, accidents still happen at the workplace. This has become an issue to be studied, especially on the effectiveness of e-learning training in comparison to traditional training. In this study, a framework to measure comparative effectiveness between these two learning environments was developed based on Kirkpatrick’s four-level evaluation model and a case study was applied to test all the levels of the framework. These four levels include participant reaction, learning, achievements, behavior of employees, and results. The interview results indicated that there is no difference in the rating of the effectiveness of the two training methods based on Kirkpatrick’s model.

Research on Evaluation Model of Enterprise Network Resource Coordination

2012 ◽  
Vol 482-484 ◽  
pp. 1995-1998 ◽  
Author(s):  
Yong Gui Shi
Keyword(s):  
Evaluation Model ◽  
Coordination Mechanism ◽  
Learning Ability ◽  
Maturity Model ◽  
Network Resource ◽  
Enterprise Network ◽  
Research On Evaluation ◽  
Coordination Costs ◽  
Four Levels ◽  
Resource Coordination

The coordination mechanism of enterprise network resource refers to the rules which the enterprise network members are able to comply with and unity action in order to achieve the expected goal. The rules mainly include: opportunity discovery mechanism, communication mechanism, strategy consultation mechanism and the learning mechanism of enterprise network, as well as the evaluation of coordination effect. The aim of constructing maturity model of enterprise network resource coordination is to make the agent of enterprise network understand the situation of network resources, and provide path description for improving coordination of network source, improving coordination mechanism. Maturity model of enterprise network resource coordination should be considered in four dimensionalities: coordination costs, coordination process, coordination method and learning ability. According to the dimensionality level or quality, enterprises network source coordinated maturity model may divided into four levels: the initial level, polymer level, standard level and optimization level.

The Predicted Trainer and Training Environment Influence toward Vocational Training Effectiveness in Bahrain

2021 ◽  
Vol 13 (1) ◽  
Author(s):  
Ehsan Saeed Idrees Yaqoot ◽  
◽  
Wan Shakizah Wan Mohd Noor ◽  
Mohd Faizal Mohd Isa ◽  
◽  
...  
Keyword(s):  
Public Sector ◽  
Vocational Training ◽  
Evaluation Model ◽  
Sampling Technique ◽  
Training Effectiveness ◽  
Training Environment ◽  
The Public ◽  
Four Levels ◽  
Training Programmes ◽  
And Training

This research aims to examine the development of vocational training issues faced in the public sector extent in Bahrain. Training implication should not be overlooked in delivering the required capabilities and knowledge in performing a certain task. The proposed research framework is established with a reference to the training evaluation model of Kirkpatrick, however, the study analyzes one of four levels for evaluating training effectiveness, those are reaction, learning, behavior, and the level of interests; result. A quantitative research design is applied. The survey instrument comprised of 29 items that tested two hypotheses. It was distributed to 382 respondents according to their interests using the purposive sampling technique adopted across 4 different public sector organizations in Bahrain. However, 128 were the usable ones from the returned 155 questionnaires. It is discovered that the contextual factor namely trainer has a positive influence on the training programmes implemented in this sector. Also, surprisingly this study unlocks an interesting and challenging area in the training environment for scholars in exploring and improving the quality of training programmes. The study essentially contributes to the paucity in training antecedents and training effectiveness in the public sector literature-related research. Hence, enhancing training effectiveness requires the management and practitioners to enhance the training antecedents to ensure the achievement of training/organization objectives. Understanding the importance of these certain types of factors will help the management to enhance the trainees’ gaining and therefore their performance. Thus, training antecedents should play an important role before trainee’s training. Managers should as well be involved with sponsoring reliable factors and drawing up a comprehensive vision.

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