W6BUS680Res1

To help you with your reply, please consider the following questions:  250 words each part 1 and 2 each. These are classmates post and I just need a response to their initial post using the questions below. Please keep part 1 and 2 separate. Thanks

· 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?

Part 1

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

Our text describes Kirkpatrick’s four levels of evaluation in such a way that each level is interdependent upon the next, with each level’s synergy collectively bringing the most comprehensive evaluation. "Level 1: Reaction—To what degree participants react favorably to the learning event. Level 2: Learning—To what degree participants acquire the intended knowledge, skills, and attitudes based on their participation in the learning event Level 3: Behavior—To what degree participants apply what they learned during training when they are back on the job Level 4: Results—To what degree targeted outcomes occur as a result of learning event(s) and subsequent reinforcement (Blanchard and Thacker, 2013). Every level stands on its own merit and contributes to the rating(s), and each alone induces gaps in a solid evaluation.

Would you argue for examining all four levels, even if your boss suggested you should look only at the last one,  and, that if it improved, you would know that training had an impact?

I would definitely argue that all four levels of evaluation are necessary! Aristostle said it best when he declared, “The whole is greater than the sum of its parts.” Because as I shared in my answer to the above question, each level has its contribution merit, and each alone presents gaps if we are to be completely subjective and comprehensive in evaluating the success of any training. There must be something in which to fully gauge the percentage of success in effort to not only evaluate the organization’s ROI, but to also make the best adjustments for future trainings. In order to provide a comprehensive evaluation, it is best that all four levels be utilized collectively.  

Provide one example that would be used to gather evaluation data at each level.

Level 1: Reaction – As a participant experiences training, each has their own perception and sense (feelings) about its presentation and success.  Their reaction, positive or negative, is vital information needed to be collected and a good place to begin evaluation. This could, and in my opinion, should be done via an anonymous questionnaire immediately prior to the close of the training.   

Level 2: Learning – A crossword puzzle exercise asking questions based on what the objectives of the training intended to teach would be a fun way in which to gauge what was and was not learned as a result of the training.

Level 3: Behavior – Behavior of the participants is most likely best observed and evaluated by immediate supervisors or managers of the training participants over the next month or so to better measure potential incorporation of the trainings KSA’s and report any obvious gaps or need for additional training. This also coincides right along with evaluating in Level 4.

Level 4: Results – Results can best be measured by comparing training objectives and beginning KSA’s of participants and personal data collected during the design phase against those upon completion of the training and combination with Level 1-3 evaluation data. Collectively it provides “increased knowledge and expertise in the development and implementation of training programs that produce the results for which they were intended,” (Sims, R. R., 1993).

References: Barbara G

Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.

Sims, R. R. (1993). Evaluating public sector training programs. Public Personnel Management, 22(4), 591.  https://doi-org.proxy-library.ashford.edu/10.1177/009102609302200408 (Links to an external site.)

The Peak Performance. (n.d.). Kirkpatrick's Four Levels of Evaluation Center. Retrieved from http://thepeakperformancecenter.com/business/learning/business-training/kirkpatricks-four-levels-evaluation/

Part 2

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

The relationship between the four levels of evaluation is a topic of disagreement among researchers. What has been discovered in some studies is that reaction and learning outcomes are related to one another (Blanchard, 2019). The correlation between the levels is that if the outcome is distant from the actual training; the relationship is smaller between higher and lower outcomes. Most research states that there is no relationship between the levels becomes multiple causes create an organizational outcome. 

Would you argue for examining all four levels, even if your boss suggested you should look only at the last one (results) and, if it improved, you would know that training had an impact?

I would argue that examining all levels because each level has its own element, benefits, challenges, and significance (Peak Performance Center, 2022). You would be able to determine if the training had an impact if one of the levels was not successful to deliver its purpose. If there is no transfer of knowledge than you can assume that something is missing from the training, and it did not make the intended impact. 

Provide at least one example (e.g., tool, device, etc.) that would be used to gather evaluation data at each level.

For the reaction level which pertains to how the training was received, their reactions, and what they thought of the overall training, it would be beneficial to have a survey completed at the close of the training with yes or no questions, such as “were the objectives of the training clear?”, “did I learn something to take back and apply to my job?”, and also a comment section, where the trainee can leave a comment if they would like. Next, the level of learning, what did the trainees learn. This can be evaluated by providing a quiz or a test pertaining to the information that was shared during the training. It could be useful to conduct a pretest and a post test, so that it can be determined if learning took place. Knowledge, skills, and attitude are determined at the behavior level. Observations of employees could determine if the training had an impact on the behaviors of the employee.  Lastly, results can be determined by the company’s success, goal meeting, and profitability. This could be determined by reviewing a profit and loss statement the month following the completion of the training or reviewing the quarterly goals and seeing if they are met. On a lesser scale, you could review performance assessments and identify trends amongst the employees and if they are trending in a positive direction. 

References: Jessica M Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and practices (6th ed.). Chicago Business Press. Peak Performance Center. (2022). Kirkpatrick’s Four Levels of Evaluation. Retrieved from https://thepeakperformancecenter.com/business/learning/business-training/kirkpatricks-four-levels-evaluation/