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Introduction

The main purpose of this paper is to analyze the principles of Kirkpatrick model of training evaluation which is the topic of discussion for two following articles: “A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence.” by R.Bates and “Are we doing the right thing? - Food for thought on training evaluation and its context.” by A.Giangreco, A.Carugati, A.Sebastiano. The Kirkpatrick model has been used as the major training evaluative method by organizations for more than three decades. The model indicates for (five) levels of evaluation outcomes: reaction, learning (cognitive), behavior, results and return on investment (RIO), which are respectively measures trainees reaction to the program, the degree of the learning has occurred, changes on job-related behavior, the “payoff” of the program and identification and comparison of learning benefits with costs.

Summary of articles

The main focus of the first article is to describe the reasons of Kirkpatrick model for its recognition by organizations and some critical limitations of the model. Bates (2004), underlines that the potential risks raised by limitations obstruct the capacity of training for beneficence. The popularity of the four- level model is one of the main issues of the article. Several factors stimulated the stunning popularity of the model. One of the reasons for popularity is its ability of simplifying the complex process. The model indicates an uncomplicated guide about the questions that should be asked. Moreover, the measurement process of the model is undemanding. It reduces measurement demands as the data is collected after the program has been completed and leaves out the need for pre-course measur...

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...y skip the advantages of advances in training evaluation methods. However, it does not mean that Kirkpatrick four-level model is not ethical.

The Giangreco, Carugati, Sebastiano (2008) article concentrates mostly on the idea that are those limitations relevant in post- industrial economy. It is less important for post-industrial organizations to block off the effect of training at four different levels. For example, trainees are likely change their behaviors in interactions with clients and companions, if react well to a training arranged to increase motivation and team spirit.

1. R. Bates (2004). A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence. Evaluation & Program Planning, 27(3), 341-347

2. Giangreco, A., Carugati, A., & Sebastiano, A. (2010). Are we doing the right thing?. Personnel Review, 39(2), 162-177