It has been observed that most private organizations will ensure that every training program they conduct is evaluated; this is not the same for public sector organizations. Using Kirkpatrick’s criteria on training evaluation, write to the head of the Public Services Commission arguing why public sector organizations must evaluate their training programs.
The Kirkpatrick Model is the most commonly applied model for analyzing the consequences of intrusive projects and training. It takes into consideration the formal and casual ways of training and determines fitness based on four criteria levels. The Kirkpatrick model illustrates that assessment needs to begin in level one then continue to level two, three, and four. It outlines the importance of evaluating training programs through the four levels of evaluation established. The public sector stands a chance to significantly benefit through the application of Kirkpatrick's model of training evaluation. For instance, level one deals with the reaction of the participants. It answers the questions of how the employees or participants perceive or view the training program. It evaluates how the participants react to the training model by assessing and analyzing their thoughts and perspectives. This provides an opportunity for the organization to create a training program that is better suited for the employees; it makes it easy to make the necessary improvements and adjustments.
On the other hand, Level two deals with learning, the knowledge and skills gained by the participants. It is meant to evaluate the participants' level of development in terms of knowledge, mindset, and expertise. The techniques used in this level vary from self-assessment tests to formal tests. Level two helps evaluate whether the participants have acquired the necessary knowledge intended or purposed at the beginning of the training program. Level three deals with knowledge and skill transfer. Are the participants applying the knowledge gained? This checks on the effectiveness of the training program and ascertains whether the necessary changes have been made. It provides feedback as to the level of expertise the employees have gained and what can be included in the next training program. Lastly, the evaluation level; it involves the evaluation of the primary goal of the training program. The evaluation level is used to determine the training program's success rate by evaluating factors such as improved quality products, fewer accidents, or lowered spending. It is dependent on the primary objective of the training program. Evaluation is vital for any industry; it helps establish the level of growth they have achieved and whether their intended objective has been achieved. It provides a systematic way of understanding how well the program achieves its goals and determines what areas need improvement.
Smidt, A., Balandin, S., Sigafoos, J., & Reed, V. A. (2009). The Kirkpatrick model: A useful tool for evaluating training outcomes. Journal of Intellectual and Developmental Disability, 34(3), 266-274.