The most widely used and popular model for the evaluation of training programs is known as "The Four Levels of Learning Evaluation."
Kirkpatrick's model really works because the idea implemented is for an organization to have relevant evaluation of learning in the organization. The degree of difficulty enhances as one proceed through the levels. However, the knowledge learned references the effectiveness of the training program more than compensates for this.
Kirkpatrick's model is liked by most of the people because If you are responsible for HR functions and services to internal and/or external customers, you might find it useful to go beyond Kirkpatrick's evaluation of training and learning, and to evaluate also satisfaction among staff/customers with HR department's overall performance.
If people have expectations which go beyond HR department's stated and actual responsibilities, then the matter must be pursued because it will almost certainly offer an opportunity to add value to HR's activities, and to add value and competitive advantage to your organisation as a whole
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