SLP 5 - HRM EVALUATING TRAINING AND DEVELOPMENT PROGRAMS Essay

SLP 5 - HRM EVALUATING TRAINING AND maturement PROGRAMS - Essay ExampleThere are different flummoxs and tools that can be used to evaluate learning and development programs that depend on the budget and the nature of the business. However, in the current situation, Kirkpatricks Four-Level Model will be used for the paygrade. The model consists of four levels namely, answer, learning, behavior, and results. The four levels are all used for a complete evaluation. The model is the best model for measuring the effectiveness of training and development programs. The model helps one quantitatively hit the books the impact and the effectiveness of the training so as to improve on it in the coming future.The evaluation model is divided into four parts reaction, learning, behavior, and results. Reaction level measures how the trainee react towards the training (Kirkpatrick & Kirkpatrick, 2006). Notably, every instructor wants the trainee to feel that the training was accommodating to them, and they do feel good about the topic, the presentations, and the materials. The main drive of reaction evaluation is to improve the quality of training programs. This will in turn result in the return of performance which will be attained by measuring the participants reaction to the crude program. Evaluation tools in this model are simply feedbacked forms and happy sheets that are based on essential reaction to the training experiences.Learning level follows the reaction level. The main aim of evaluation at this level is to find the difference between what the trainees already knew and what they have learned from the training program (Kirkpatrick & Kirkpatrick, 2006). In former(a) words, this is the measure of the increased knowledge from before to the end of the training. In this level, the evaluation focuses on measuring all that was covered in the training events. For this reason, the questions in this level will contain a pre-test that will be taken before practicum