What is the relationship among Kirkpatrick’s four levels of  evaluation? Woul

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What is the relationship among Kirkpatrick’s four levels of  evaluation? Would you argue for examining all four levels, even if your  boss suggested you should look only at the last one (results) and, that  if it improved, you would know that training had an impact? Provide at  least one example (e.g., tool, device, etc.) that would be used to  gather evaluation data at each level.
Your initial post should be 250 to 300 words. Use this week’s lecture  as a foundation for your initial post. In addition to the Blanchard and  Thacker (2013) text, use at least one additional scholarly source to  support your discussion.
Respond to at least two other posts regarding items you found to be  compelling and enlightening. To help you with your reply, please  consider the following questions:
What did you learn from the posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
Your reply posts to Donald and Kathryn should be a minimum of 150
 words each 
Donalds Discussion:
Kirkpatrick’s four levels of evaluation are; Reaction, Learning, behavior and the result of the evaluation.
Reaction- this level is more appealing to employees that are  participating in the training. Instructors want the trainee to be able  to learn all they can, as the trainee will react to every training  program. In that reaction, the understanding that the trainee has is  assessed and which of the topics that need improvement will be outlined.
I would measure by; asking the trainees what they thought about the  class, the classroom environment, strengths and weaknesses, was the  learning style effective.
Learning- the degree in which trainees can obtain knowledge, skill or  attitudes(KSA’s). This degree is based on the trainees participation.  Starting with objectives, passing good information to trainees will get  them farther. Conducting a survey will collect the data needed to add  more lessons.
I would measure by; Assessing trainees knowledge before and after  training to see if they have retained some or all the information given.  I would also conduct a one on one interview to see if they can apply or  understood what was given.
Behavior- Can be assed by training on the job. Trainees will be  evaluated for knowledge and to see if the training has changed the  target behavior. If the behavior of the trainee hasn’t changed, it  doesn’t mean they haven’t learned anything.
I would measure by; Observing student behavior, do the trainees feel  that their behavior has changed somewhat, can they take everything they  have learned and teach it someone else?
Results of Evaluation- This is the degree of the outcome of  objectives that happens as a result of intended training. The  analyzation of the outcome is at this point because we find out if the  training was good for the employee or the company. A possible outcome  could be that if the training objectives were to reduce complaints, then  the result could be a decrease in complaints.
I would measure by; Increased productivity due to an increase in  moral, less employees leaving(employee retention), pleased customer  base/ customer service satisfaction.
The best tool that would incorporate all four levels would be  “Training Needs Analysis” because it covers the difference between what  the jobs needs and the trainees knowledge. Using it will find the  strengths and weaknesses. Kirkpatrick, D.L. (2006) state that,” so many  variables can be changing in fast-changing organizations that analysis  at level 4 can be limited in usefulness”.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training:  Systems, strategies, and practices (5th ed). Upper Saddle River, NJ:  Pearson Education, Inc.
Kirkpatrick, D. L. (2006, August). Seven keys to unlock the four  levels of evaluation. Performance Improvement, 45(7), 5-8. Retrieved  from the ProQuest database. 
Kathryns Discussion:
Blanchard  and Thacker (2013), list Kirkpatrick’s four training outcomes and the  factors that influence them as including reactions, learning, job  behaviors, and organizational results. According to Kirkpatrick (2006),  the four levels include reaction, learning, behavior, and results. 
Kirkpatrick  also discusses seven keys to implement the four levels which can  include analyze your resources, involve your managers, start at the  beginning and proceed as resources are available, evaluate reaction,  evaluate learning, evaluate behavior, and evaluate results (2006).
If  my boss told me to only consider the last level, results, I would  discuss the benefits to considering all levels due to so many factors  being at play that can influence the results. For  example, consider an employee’s previous experiences in training, which  can be factored in under the reaction and learning levels. If  the employee had previous experiences that were poor, their personal  attitudes can affect other trainees’ behaviors and attitudes which  effects the learning process and the ability to transfer of learning.  Results can also be skewed. For  example, consider the company that wants results based upon 30 day  supervisor evaluations after the trainees’ returns from training. If  the company isn’t factoring in a combination of supervisor opinions,  employee opinions, and statistical data, then the results can have flaws  or be invalid.  
Tools  and devices that can be used for the reaction level can involve surveys  after each module of training, or at the end of training. This  can indicate the employee’s perceptions of the training which is a good  predictor of the ability to apply the training upon return to the  workplace. For the learning level,  tools and devices that can be considered can include quizzes at the end  of each module to assess learning retention. For  behavior, trainers could use supervisor assessments from when the  trainees return to their workplace to see if the employees are doing  what they are supposed to, when, and how. Finally,  for evaluating results, statistical data should be used to verify  validity, rather than using opinions to justify if the training was  successful. 
Blanchard, P., Thacker, J. (2013). Effective Training. Upper Saddle River, NJ: Pearson 
Kirkpatrick, D.L. (2006, August). Seven keys to unlock the four levels of evaluation. Performance Improvement, 45(7), 5-8. Retrieved from ProQuest database.

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