How do technical training evaluation models differ from other HR evaluation models?

1 Kirkpatrick's Model

One of the most widely used and recognized technical training evaluation models is Kirkpatrick's model, which consists of four levels: reaction, learning, behavior, and results. This model helps you assess how your learners react to the training, how much they learn, how they apply the learning on the job, and how the training affects the organizational goals. Kirkpatrick's model is useful for technical training evaluation because it allows you to link the learning outcomes to the performance outcomes, and to identify the gaps and areas for improvement in your training design and delivery.

2 Brinkerhoff's Model

Another popular technical training evaluation model is Brinkerhoff's model, which focuses on the success case method. This model involves identifying and interviewing the most and least successful learners from your training program, and analyzing the factors that contributed to their success or failure. This model helps you evaluate the impact and value of your technical training by highlighting the best practices and the barriers that affect the transfer of learning to the workplace. Brinkerhoff's model is useful for technical training evaluation because it provides you with qualitative and quantitative data, and helps you generate actionable recommendations for your training program.

3 Kaufman's Model

A third technical training evaluation model that you can use is Kaufman's model, which expands on Kirkpatrick's model by adding two more levels: mega and micro. The mega level refers to the societal and environmental outcomes of your training, while the micro level refers to the individual and team inputs and processes that support your training. This model helps you evaluate the alignment and relevance of your technical training with the broader context and the specific needs of your learners. Kaufman's model is useful for technical training evaluation because it helps you ensure that your training is not only effective and efficient, but also responsible and responsive.

4 Phillips' Model

A fourth technical training evaluation model that you can use is Phillips' model, which builds on Kirkpatrick's model by adding a fifth level: return on investment (ROI). This level measures the monetary value of your training by comparing the benefits and costs of your training program. This model helps you evaluate the profitability and sustainability of your technical training by calculating the ROI ratio and the payback period of your training program. Phillips' model is useful for technical training evaluation because it helps you justify and communicate the financial impact of your training to your stakeholders and decision-makers.

5 Anderson's Model

A fifth technical training evaluation model that you can use is Anderson's model, which integrates Kirkpatrick's model and Bloom's taxonomy of learning domains. This model helps you evaluate the cognitive, affective, and psychomotor outcomes of your technical training by using different methods and criteria for each level and domain. This model helps you evaluate the complexity and diversity of your technical training by addressing the different aspects and dimensions of learning. Anderson's model is useful for technical training evaluation because it helps you design and deliver more comprehensive and balanced technical training programs.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?