一般在這個理論上再加一個ROI 右核，投資回報率評估
Kirkpatrick's learning and training evaluation theory
Donald L Kirkpatrick's training evaluation model - the four levels of learning evaluation. The four levels of Kirkpatrick's evaluation model essentially measure
reaction of student - what they thought and felt about the training;
learning - the resulting increase in knowledge or capability
behaviour - extent of behaviour and capability improvement and implementation/application
results - the effects on the business or environment resulting from the trainee's performance
Source from Kirkpatrick partners:
The New World Kirkpatrick Model
Level 1: Reaction
To what degree participants react favorably to the training
Customer Satisfaction
The original definition measured only participant satisfaction with the training.
New World Additions:
Engagement
The degree to which participants are actively involved in and contributing to the learning experience
Relevance
The degree to which training participants will have the opportunity to use or apply what they learned in training on the job
Level 2: Learning
To what degree participants acquire the intended knowledge, skills, attitudes, confidence and commitment based on their participation in a training event
Knowledge“I know it.”
Skill“I can do it right now.”
Attitude“I believe this will be worthwhile to do on the job.”
New World Additions:
Confidence“I think I can do it on the job.”
Commitment“I intend to do it on the job.”
Level 3: Behavior
To what degree participants apply what they learned during training when they are back on the job
New World Addition:
Required Drivers
Processes and systems that reinforce, encourage and reward performance
?of critical behaviors on the job
Level 4: Results
To what degree targeted outcomes occur as a result of the training event and subsequent reinforcement
New World Addition:
Leading Indicators
Short-term observations and measurements suggesting that critical
?behaviors are on track to create a positive impact on desired results
