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Amalia, Jadwa. "IMPLEMENTATION OF THE KIRKPATRICK EVALUATION MODEL IN BALAI DIKLAT KEAGAMAAN BANJARMASIN." Education and Human Development Journal 6, no. 2 (2021): 62–67. http://dx.doi.org/10.33086/ehdj.v6i2.1697.
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Abstract: Nowadays government agencies are required to improve the quality of their services to the community. One of the steps taken to improve that is through training activities. In order to achieve the expected goals, the training that is held must go well, from planning to evaluation of results. Therefore, the evaluation must be done seriously and use the right method or model. The training evaluation model that has been applied at the BDK Banjarmasin refers to the four-level evaluation model or what is often called the Kirkpatrick evaluation model. However, based on initial observation, most of the employees and even some trainers do not know about the Kirkpatrick's evaluation model itself. This can be seen from the number of employees and coaches who do not understand how to do the evaluation, or how to analyze the results. Observations made show that the application of Kirkpatrick's evaluation model in the training at the BDK Banjarmasin was still not effective, because most only focus on levels 1, 2 and 3 while level 4 are still rarely done. Keywords: evaluation; Kirkpatrick; education; training. Abstrak: Saat ini instansi pemerintah dituntut untuk meningkatkan kualitas pelayanannya kepada masyarakat. Salah satu langkah perbaikan yang dilakukan yaitu melalui kegiatan pelatihan. Untuk mencapai tujuan yang diharapkan, pelatihan yang diadakan harus berjalan dengan baik, mulai dari perencanaan hingga evaluasi hasil. Oleh karena itu, evaluasi harus dilakukan secara serius dan menggunakan metode atau model yang tepat. Model evaluasi pelatihan yang telah diterapkan di BDK Banjarmasin mengacu pada model evaluasi empat tingkat atau yang sering disebut dengan model evaluasi Kirkpatrick. Namun berdasarkan pengamatan awal, sebagian besar karyawan bahkan beberapa trainer belum mengetahui tentang model evaluasi Kirkpatrick itu sendiri. Hal ini terlihat dari masih banyaknya pegawai dan pembina yang belum memahami cara melakukan evaluasi, atau cara menganalisis hasil. Pengamatan yang dilakukan menunjukkan bahwa penerapan model evaluasi Kirkpatrick dalam pelatihan di BDK Banjarmasin masih belum efektif, karena sebagian besar hanya fokus pada level 1, 2 dan 3 sedangkan level 4 masih jarang dilakukan. Kata kunci: evaluasi; Kirkpatrick; pendidikan; pelatihan.
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Azmy, Ahmad, and Nidya Yunita Setiarini. "Kirkpatrick Model as Evaluation Training Program for Assessor: Case Study of Government Employee." International Journal of Management, Accounting and Economics 10, no. 9 (2023): 675–96. https://doi.org/10.5281/zenodo.10115328.
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The study analyzed the evaluation of training programs provided to prospective assessors at the Ministry of Energy and Mineral Resources. The object of study is a trainee who is projected as an assessor. The total number of participants was 23 people. Kirkpatrick's model served as the basis for evaluating the training program. The four evaluation levels analyzed include reactions, learning, behavior, and outcomes. The four stages of Kirkpatrick's model can provide a description of the training process and recommendation items to the organization. This recommendation is given for continuous improvement of training quality. Data analysis using a mix-method approach is due to the combination of primary and secondary data. The results of the study explained that the four levels in the Kirkpatrick model were adequacy in the implementation of the training program. The four models explain that all training components and processes are running well. Prospective assessors who are trained are given high expectations to remain in training at an advanced level. The evaluation level provides several recommendations including reformulation of training planning, learning related to accreditation standards, professional ethics-based behavior, and work results adjusted to excellent service accompanied by high quality. Recommendations on the results of training evaluations can be carried out to improve the quality of the program in accordance with the needs of the organization. Training should be conducted adaptively, with high flexibility, and new competencies for prospective assessors. The results of the training can make a significant contribution to the expectations of the organization.
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Komalasari, Yeti, Syukri Hamzah, and Hadiwinarto Hadiwinarto. "The Evaluation of Islamic-Based Education and Training in Excellent Service Training Using the Kirkpatrick Model." At-Ta'lim : Media Informasi Pendidikan Islam 22, no. 1 (2023): 152. http://dx.doi.org/10.29300/attalim.v22i1.2744.
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Abstract: Evaluation of Islamic-Based Education and Training in Excellent Service Training Using the Kirkpatrick ModelEvaluation using the Kirkpatrick Evaluation Model with 4 levels (Kirkpatrick Four Levels Evaluation Model) was carried out aiming to determine the effectiveness of the excellent service training program implemented at the Palembang Aviation Polytechnic. In this model the evaluation is carried out at four levels, namely 1) the level of satisfaction of the participants with the implementation of the training, as measured by a questionnaire for the participants; 2) the participant's level of understanding of the training material, as measured by the pre-test and post-test questions for the participants; 3) changes in the work behavior of the training participants after returning to work, as measured by a questionnaire for the participants' superiors and subordinates; 4) the impact of changes in the work behavior of the training participants on the level of company productivity, as measured by changes in service behavior, increased customer satisfaction rates, reduced customer complaints and increased service requests. The first three levels of data are processed using Kirkpatrick's weighting formula. The results show that the level of participant satisfaction ranges from 86-95%. The pre-test average value was 72.79%, while the post-test average value was 85.37%. Of the 24 participants, according to their superiors, 22 people had better work behavior. The data shows an increase in the level of discipline and service which has an impact on customer satisfaction in public services.Abstrak: Evaluasi Pendidikan dan Pelatihan Berbasis Islami Pada Pelatihan Pelayanan Prima Menggunakan Model KirkpatrickEvaluasi yang mengunakan Model evaluasi Kirkpatrick dengan 4 level (Kirkpatrick Four Levels Evaluation Model) dilakukan bertujuan untuk mengetahui efektivitas program pelatihan pelayanan prima yang dilaksanakan di Politeknik Penerbangan Palembang. Dalam model tersebut evaluasi dilakukan terhadap empat level, yaitu 1)tingkat kepuasan peserta terhadap pelaksanaan training, yang diukur dengan kuesioner untuk peserta; 2)tingkat pemahaman peserta terhadap materi training, yang diukur dengan soal pre-test dan post-test untuk peserta; 3)perubahan perilaku kerja peserta training setelah kembali bekerja, yang diukur dengan kuesioner untuk atasan dan bawahan peserta; 4)dampak perubahan perilaku kerja peserta training terhadap tingkat produktifitas perusahaan, yang diukur dari perubahan prilaku layanan, meningkatnya angka kepuasan pelanggan, berkurangnya complain pelanggan serta meningkatnya permintaan layanan. Data ketiga level pertama diolah dengan rumus pembobotan Kirkpatrick. Hasilnya menunjukkan bahwa tingkat kepuasan peserta berkisar 86-95%. Nilai rata-rata pre-test 72,79%, sedangkan nilai rata-rata post- test 85,37%. Dari 24 peserta, 22 orang perilaku kerjanya lebih baik menurut atasan.. Data menunjukkan kenaikan tingkat kedisplinan dan layanan yang berimbas pada kepuasan pelanggan pada pelayanan publik.
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Azeem, Faraz, Shahid Hussain Atta, Khurram Rasheed, Muhammad Shahzad Rafique, and Faisal Muhammad. "Why Training and Development Programs Don't Improve Employee Productivity." European Journal of Applied Science, Engineering and Technology 2, no. 3 (2024): 142–50. https://doi.org/10.59324/ejaset.2024.2(3).12.
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This study investigates why training and development initiatives don't boost production. This research will determine what characteristics caused employees to do the same after receiving training from the company. Today, research is crucial to proving an area's legitimacy. Training and development are crucial in any organization and can lead to excellent results, but not all organizations do so, therefore we must consider the other side. Many firms devote cash for the T&D department to determine how effective these programs are and how they affect employee productivity. We used the Kirkpatrick Four-Level Training Evaluation Model to objectively assess training efficacy. Our preference was the Kirkpatrick Model due to its benefits. Works using traditional and digital learning programs had explicit evaluation steps. It helped us understand how training programs affect company outcomes. We found it easy to adopt the approach due to its flexibility.
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Vu, Tien Long, and Ngoc Quang Bui. "Overview of the Evaluation of Training Effectiveness for Education Management Staff using the Kirkpatrick Model." INTERNATIONAL JOURNAL OF SOCIAL SCIENCE HUMANITY & MANAGEMENT RESEARCH 04, no. 05 (2025): 1003–7. https://doi.org/10.5281/zenodo.15532697.
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The author presents an overview of studies on evaluating the effectiveness of training programs for management staff in the education sector. The article introduces and outlines the strengths and limitations of various models used to evaluate training effectiveness for educational management personnel, with particular focus on the four-level Kirkpatrick model. The author applied this model to assess the effectiveness of training programs for management staff at colleges in the Southwest region of Vietnam, based on survey responses from 762 participants. Based on the findings, several recommendations are proposed to further improve the quality and effectiveness of evaluations using the Kirkpatrick model.
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Piryani, Rano Mal, Suneel Piryani, and Shital Bhandary. "Training teachers to teach bioethics: evaluation using Kirkpatrick model." Journal of Patan Academy of Health Sciences 5, no. 2 (2018): 103–6. http://dx.doi.org/10.3126/jpahs.v5i2.24024.
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Bioethics helps define the values and guidelines governing decision making in health profession practice. Teaching ethics to medical students demand teachers trained in bioethics. With this aim, “Teachers Training Workshop on Bioethics” was arranged with the objective to get feedback from the participants on effectiveness of bioethics teaching. Twelve faculty members participated in four days Teachers Training Workshop on Bioethics during Dec 27-30, 2016, at Patan Academy of Health Sciences, Nepal. Sixteen thematic topics were chosen from UNESCO Bioethics Core Curriculum. There were four rounds of presentations, and each round had four topics. Small group discussions, presentations and case scenarios were main methods used in the training. Written feedback was taken on semi-structured questionnaire with items- four closed ended and three open ended. Descriptive analysis was done.
 The level of confidence of the participants after participation in training workshop enhanced for teaching Bioethics, taking ethical decision and resolving ethical dilemma. As per participants open ended responses, “Active participation of the participants” and “Interactive sessions” were good points whereas “More references required, not only of UNESCO curriculum” was the area for improvement. The training enhanced overall confidence level of the participants.
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Karnando, Krismadinata, Ambiyar, and M. Giatman. "Training Evaluation Using Kirkpatrick Evaluation Model for Well Intervention Pressure Control Training." Jurnal Penelitian Pendidikan IPA 11, no. 3 (2025): 143–52. https://doi.org/10.29303/jppipa.v11i3.10675.
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This study aims to evaluate the effectiveness of Well Intervention Pressure Control training using the Kirkpatrick Evaluation Model which includes four levels: Reaction, Learning, Behavior, and Outcomes. The research method used was a mixed methods approach combining quantitative and qualitative methods. The evaluation was conducted on 62 trainees working in the oil and gas sector, with a randomly selected sample. The results showed that the training was successful in improving participants' understanding of the training material, including pressure control procedures, as well as other technical skills. At the Reaction level, the majority of participants responded positively to the materials and teaching. At the Learning level, there was a significant increase in pre-test and post-test scores, indicating the success of the training in improving participants' knowledge. At the Behavior level, participants successfully applied the skills learned in real field situations, while at the Outcome level, the training was shown to improve operational performance and safety. In conclusion, the training successfully met its objectives of enhancing participants' technical skills and professional attitudes, and contributed to improved organizational performance, especially in terms of safety and operational efficiency in the oil and gas industry.
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Alsalamah, Aljawharah, and Carol Callinan. "Adaptation of Kirkpatrick’s Four-Level Model of Training Criteria to Evaluate Training Programmes for Head Teachers." Education Sciences 11, no. 3 (2021): 116. http://dx.doi.org/10.3390/educsci11030116.
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Training programmes are evaluated to verify their effectiveness, assess their ability to achieve their goals and identify the areas that require improvement. Therefore, the target of evaluators is to develop an appropriate framework for evaluating training programmes. This study adapted Kirkpatrick’s four-level model of training criteria published in 1959 to evaluate training programmes for head teachers according to their own perceptions and those of their supervisors. The adapted model may help evaluators to conceptualise the assessment of learning outcomes of training programmes with metrics and instruments. The model also helps to determine the strengths and weaknesses of the training process. The adaptation includes concrete metrics and instruments for each of the four levels in the model: reaction criteria, learning criteria, behaviour criteria and results criteria. The adapted model was applied to evaluate 12 training programmes for female head teachers in Saudi Arabia. The study sample comprised 250 trainee head teachers and 12 supervisors. The results indicated that the adapted Kirkpatrick evaluation model was very effective in evaluating educational training for head teachers.
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Suparno, Suparno, Sirajuddin Sirajuddin, Zulkarnain S. Zulkarnain S, and A. Suradi. "Evaluasi Program Magang dengan Model Evaluasi Kirkpatrick." Journal of Education and Instruction (JOEAI) 6, no. 1 (2023): 82–88. http://dx.doi.org/10.31539/joeai.v6i1.5011.
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This study aims to assess the evaluation of apprenticeship programs using the Kirkpatrick evaluation model at PT Jambi Prima Coal. This study used a quantitative method with a gradual pre- and post-test evaluation approach to apprentice participants at four levels, namely 1) the level of satisfaction of the participants with the implementation of the training, as measured by a questionnaire for the participants; 2) the participants' level of understanding of the training material, as measured by the pre-test and post-test questions for the participants; 3) changes in the work behavior of the training participants after returning to work, as measured by a questionnaire for the participants' superiors and subordinates; 4) the impact of changes in the work behavior of the training participants on the company's productivity level, as measured by the reduction in waste due to decreased absenteeism and tardiness of staff led by the training participants. The first three levels of data are processed using Kirkpatrick's weighting formula. The results of the evaluation show that the satisfaction level of the participants ranges from 77-83%. The pre-test average value was 46.58%, while the post-test average value was 58.50%. Of the 20 participants, 16 people had better work behavior according to their superiors, and all of them according to their subordinates. The data shows that there is no decrease in the lateness rate but there is a decrease in the absenteeism rate. In conclusion, the satisfaction level of the training participants showed a positive reaction, most of the participants showed an increase in understanding of the material, most of the training participants were quite able to apply the training material well in the workplace and there was a decrease in absenteeism which had an impact on saving the company.
 
 Keywords: Training, Apprentice Evaluation, Kitkpatrick Model
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Harnani Fatmawati, Muksin, and Rina Febriana. "Evaluation of the Implementation of Upskilling and Reskilling Training Education in the Culinary Skills Program using the Kirkpatrick Model." Global Synthesis in Education Journal 1, no. 3 (2024): 10–18. http://dx.doi.org/10.61667/3redf095.
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In today's dynamic job market, continuous learning and skill development are crucial for sustaining employment and enhancing career prospects. This study evaluates the implementation of upskilling and reskilling training in a culinary skills program using the Kirkpatrick Model. The Kirkpatrick Model, a widely recognized framework for training evaluation, encompasses four levels: reaction, learning, behavior, and results. This research aims to provide a comprehensive assessment of the training program's effectiveness and its impact on participants' performance and career progression. The study employs a mixed-method approach, combining quantitative surveys and qualitative interviews to gather data from participants who completed the culinary skills program. The first level of the Kirkpatrick Model, reaction, measures participants' satisfaction and engagement with the training. The second level, learning, assesses the knowledge and skills acquired during the program. The third level, behavior, examines the application of learned skills in the workplace. The fourth level, results, evaluates the overall impact of the training on participants' job performance and career advancement. The results of this evaluation indicate that the upskilling and reskilling training program in the culinary skills program was highly effective across all four levels of the Kirkpatrick Model. Participants responded positively to the training, acquired significant new knowledge and skills, applied these skills effectively in their work, and contributed to improved organizational performance.
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Van Tetering, Anne A. C., Peter Ntuyo, Renata P. J. Martens, et al. "Simulation-Based Training in Emergency Obstetric Care in Sub-Saharan and Central Africa: A Scoping Review." Annals of Global Health 89, no. 1 (2023): 62. http://dx.doi.org/10.5334/aogh.3891.
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Background: Every day approximately 810 women die from complications related to pregnancy and childbirth worldwide. Around two thirds of these deaths happen in sub-Saharan Africa. One of the strategies to decrease these numbers is improving the quality of care by emergency obstetric simulation-based training. The effectiveness of such training programs depends on the program’s instructional design. Objective: This review gives an overview of studies about emergency obstetric simulation-based training and examines the applied instructional design of the training programs in sub-Saharan and Central Africa. Methods: We searched Medline, Embase and Cochrane Library from inception to May 2021. Peer-reviewed articles on emergency obstetric, postgraduate, simulation-based training in sub-Saharan and Central Africa were included. Outcome measures were categorized based on Kirkpatrick’s levels of training evaluation. The instructional design was evaluated by using the ID-SIM questionnaire. Findings: In total, 47 studies met the inclusion criteria. Evaluation on Kirkpatrick level 1 showed positive reactions in 18 studies. Challenges and recommendations were considered. Results on knowledge, skills, and predictors for these results (Kirkpatrick level 2) were described in 29 studies. Retention as well as decay of knowledge and skills over time were presented. Results at Kirkpatrick level 3 were measured in 12 studies of which seven studies demonstrated improvements of skills on-the-job. Improvements of maternal and neonatal outcomes were described in fifteen studies and three studies reported on cost-estimations for training rollout (Kirkpatrick level 4). Instructional design items were heterogeneously applied and described. Conclusions: Results of 47 studies indicate evidence that simulation-based training in sub-Saharan and Central Africa can have a positive impact across all four levels of Kirkpatrick’s training evaluation model. However, results were not consistent across all studies and the effects vary over time. A detailed description of instructional design features in future publications on simulation-based training will contribute to a deeper understanding of the underlying mechanisms that determine why certain training programs are more effective in improving maternal and neonatal healthcare outcomes than other.
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Rakhimova, Guli. "MODELS OF EVALUATION." MULTIDISCIPLINARY JOURNAL: FUNDAMENTAL RESEARCH SCIENTIFIC JOURNAL 1, no. 4 (2025): 48–52. https://doi.org/10.5281/zenodo.15252398.
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This article explores the Kirkpatrick Assessment Model as a comprehensive framework for evaluating training programs and curricula. It outlines the model’s four levels—Reaction, Learning, Behavior, and Results—and discusses how each phase contributes to understanding the effectiveness of training initiatives. The article emphasizes the importance of assessing not only immediate participant feedback but also long-term behavioral changes and organizational outcomes. Practical examples, such as teacher training in technology integration, are provided to illustrate each level. Although the model is sometimes criticized for being overly simplistic, it remains a valuable tool in both educational and professional settings for improving performance and achieving measurable results.
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Prijowuntato, Sebastianus Widanarto, and Bonifasius Widharyanto. "TRAINING EVALUATION OF ELEMENTARY SCHOOL TEACHERS OF 3T REGIONS OF MAHAKAM ULU REGENCY BY USING KIRKPATRICK." IJIET (International Journal of Indonesian Education and Teaching) 5, no. 2 (2021): 185–95. http://dx.doi.org/10.24071/ijiet.v5i2.3540.
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This study aims to determine the success of training for elementary school teachers in Mahakam Ulu Regency, North Kalimantan in 2016 and 2017. The evaluation method used is the evaluation method proposed by Kirkpatrick. In this study, two of the four levels were investigated. The study method used is the Kirkpatrik evaluation model level one and two. At level one, participants conduct evaluations related to satisfaction and level two participants evaluate learning. At level one, participants are asked to fill in satisfaction instruments. The results of the satisfaction instrument entry were analyzed using weighting on each of the satisfaction dimensions. At level two, participants are asked to work on the pre-test and post-test instruments. Data were analyzed using the Wilcoxon Test. The results showed that the level of participant satisfaction for first level was 83.848% for 2015 and 83,178% for 2016. Both scores showed positive reactions to the training. For For second level, learning, the average increase in knowledge was 10.984 for 2015 and 9.4 for 2016. The increase in the mean score was significantly based on the Wilcoxon test.
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Ismawanto, Ahmad Iqbal. "Keterlaksanaan Program Praktik Industri Program Keahlian Teknik Pemesinan Di SMK Muhammadiyah 1 Kepanjen Menggunakan Evaluasi Model Kirkpatrick." Jurnal Teknik Mesin dan Pembelajaran 3, no. 1 (2020): 34. http://dx.doi.org/10.17977/um054v3i1p34-42.
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Abstract: This study aims to observe the implementation of industrial training program using Kirkpatrick evaluation model which focuses on the human source development. This study utilizes the Kirkpatrick four-level training evaluation model consisting of reaction, learning, behaviour, and result. The subjects of this study are students of mechanical engineering program and a few of industrial training tutors in SMK Muhammadiyah 1 Kepanjen. This study used questionnaires, tests, and documentations as the instruments. The results shows that in the reaction level, the level of performance of the trained students using indicators such as facilities, material, instructors, time, and infrastructure are within the good category. The results of pre-test and post-test of the learning aspects—with the mean value of 61,83 and mean value of 80,83—show that there is significant change to the performance. From behaviour level, referring to tutor assessments using indicators such as communication proficiency, intellectuality, cognitive and motoric strategy, as well as student behaviours are also within the good category. Result shows mean value of 83,7 (> Minimum Criteria of Mastery Learning 75) thus resulting in good category. Keywords: Evaluation, Industrial Training, Kirkpatrick, Program Implementation, SMK
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Rahmadani. "Effectiveness of Long-Distance Training using Kirkpatrick Evaluation." 12 Waiheru 8, no. 1 (2022): 20–28. http://dx.doi.org/10.47655/12waiheru.v8i1.5.
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Distance training is one of the training models carried out at the Ambon Religious Education and Training Center or Balai Diklat Keagamaan Ambon (BDK) as a solution to facing the current pandemic era. To determine the effectiveness of Distance training, a training evaluation was conducted. One form of evaluation that is appropriate to measure the effectiveness of training is the Kirkpatrick model which includes four levels, namely: level 1 reaction, level 2 learning, level 3 behavior, and level 4 result. In this article, an evaluation was conducted regarding Distance Training at BDK Ambon using Kirkpatrick’s Model level 1 and level 2. The study was conducted on Madrasah teachers who attended Distance Training at the Ambon Religious Education Center. The results showed that in level 1, namely reaction, the satisfaction of distance training participants was quite effective because the survey results showed the average score was 89.47. It means that in the training process, participants feel comfortable and satisfied. Participants are also able to be motivated in attending lessons and training. Meanwhile, for level 2, namely learning, it shows the average value of the participants' learning outcomes is 82.97 which means satisfactory. This is also supported by the results of an interview conducted with one of the lecturers who taught the training. He said that the participants were quite enthusiastic about participating in the training. In addition, the participants 'understanding was also quite good, especially since most of the participants were young teachers who were quite knowledgeable about technology so the assessment of the competency skills of the participants' attitudes, knowledge, and skills was very significant. Thus, distance training conducted at the Ambon Religious Education and Training Center is quite effective. In the future, it is necessary to evaluate other training and education as a reference for the institution.
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Nabilah, Syifa, Nur Azizah Juniarahman, and Purnomo Purnomo. "EKSPLIKASI KIRKPATRICK LEVEL 1 DAN 2 PADA PELATIHAN JARAK JAUH DI BALAI DIKLAT KEAGAMAAN BANDUNG." Tatar Pasundan: Jurnal Diklat Keagamaan 17, no. 2 (2023): 120–31. http://dx.doi.org/10.38075/tp.v17i2.320.
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The objective of this study is to conduct an evaluative analysis of the Religious Harmony Distance Training Batch III using the Kirkpatrick evaluation methodology. The training was conducted by the Bandung Religious Training Center, and the assessment will focus on the reaction and learning levels. The employed research methodology entails a descriptive approach that incorporates quantitative techniques. The study's sample consisted of all individuals who had participated in the third batch of the training program. Data for the study was obtained via questionnaires. The findings of this study indicate that the Kirkpatrick level 1 reaction model demonstrated trainees' satisfaction and positive response towards the training implementation. Additionally, at level 2, the learning outcomes effectively met the training objectives. Consequently, the application of the Kirkpatrick model at the reaction and learning levels successfully addressed issues in the third batch, yielding positive outcomes. Keywords: Evaluation; Religious Harmony Training; Kirkpatrick Model
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Thi, Thu Hien Phan, Anh Luong Tuan, and Anh Pham Ngoc. "The Evaluation on the Efficiency of Occupational Safety Training at Thang Long Green Energy JSC Company." International Journal of Management Sciences and Business Research 8, no. 4 (2019): 89–100. https://doi.org/10.5281/zenodo.3491836.
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The article assessed the effectiveness of occupational safety training of Thang Long Green Energy Joint Stock Company following the Kirkpatrick model. We conduct surveys in 2 stages. The first evaluated the training results right after the end of the training program to evaluate the training results by level 1 and level 2, and 6 months later, we continue to survey to evaluate the training results by level 3 and 4 of the Kirkpatrick model. The result is a new assessment of the effectiveness of training at level 2 of the model and the effectiveness of labor safety training at an average level
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Handalani, Radite, and Hari Soesanto. "Training evaluation based on the Kirkpatrick Model and Kemp Model using SEM-PLS." Monas: Jurnal Inovasi Aparatur 4, no. 2 (2022): 453–67. http://dx.doi.org/10.54849/monas.v4i2.120.
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This study aims to analyze the training evaluation of the Kirkpatrick model and the Kemp model for Expenditure Treasurer Training at the Provincial Government of DKI Jakarta. This study found a comprehensive analysis of all aspects of training management resources suggested to be determinants of training quality, participant scores, participant utilization, and competency testing. All elements are involved in the four levels of Kirkpatrick's Training Evaluation, starting from Reaction, Learning, Behavior, and Outcomes. The method used in this study uses Structural Equation Modeling Partial Least Square (SEM-PLS) using the SmartPLS Version 3.0 application, which can produce a reliable and robust model. Analysis of the 780 respondents in this study used the census method involving sub-variables and aspects of training quality, increasing participant scores, participant utilization, and competency tests described in 14 research findings. This research produced the best model using Re-sampling and Bootstrapping methods and various in-depth analyses.
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Albtoosh, Qais Abdel Aziz, and Abdul Hafaz Ngah. "TWENTY YEARS OF TRAINING SATISFACTION: A SYSTEMATIC LITERATURE REVIEW." Journal of Southwest Jiaotong University 57, no. 1 (2022): 732–46. http://dx.doi.org/10.35741/issn.0258-2724.57.1.65.
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This systematic review aims to synthesize and analyze studies that assess satisfaction with training in the workplace, learning activities, and the factors that affect the level of training satisfaction. Via Google Scholar, we reviewed 81 English language articles published between 2000 and 2020 that examined training satisfaction. Seventeen reviews were included in the final analysis. Training satisfaction articles were identified. Some focused on specific training strategies, while others emphasized a more general approach with mixed strategies. We identified three themes for categorizing the reviewed articles: training satisfaction criteria, impacts of training satisfaction, and factors influencing training satisfaction. Findings revealed that training programs were effective if they met the trainees’ expectations. Some articles focus on Kirkpatrick's classic 4-level evaluation model for measuring training satisfaction. The unit of analysis for all reviews was individual, which explains why, until now, no single study has evaluated the four levels proposed by Kirkpatrick to measure training satisfaction. Furthermore, the selected articles addressed no more than two of the four levels from the Kirkpatrick model (reaction and learning). The remaining levels (behavior and result), which were not addressed in the articles, can be measured by a different unit from an organizational perspective. Training programs should include active, practice-oriented strategies. There should be more focus on the efficacy of trainers, harmony among trainees, course content, relevancy, and training as a life-long process. Several ideas for future research on training satisfaction are suggested.
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Bhatnagar, Ashutosh, and Jaydip Kanango. "A SCIENTIFIC APPROACH FOR EVALUATING LEARNING EFFECTIVENESS WITH RESPECT TO DIFFERENT PARAMETERS ASSOCIATED WITH A TRAINING PROGRAM." International Journal of Advanced Research 13, no. 02 (2025): 1045–62. https://doi.org/10.21474/ijar01/20462.
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Purpose: The purpose of the study is to evaluate the effectiveness of a five-day Project Management training program by establishing a relationship between the first (reaction) and second (learning) levels of the Kirkpatrick model of Evaluation of Training Results. Design/Methodology/Approach:The study was conducted with 21 participants who attended the training program, which consisted of six different topics delivered by six faculty members. Pre and Post examinations were conducted for all sessions, and learning indices were calculated for each participant with respect to all faculty members. Factors affecting learning were identified based on participant feedback, and three factors i.e. Faculty Feedback Rating (FFR), Topic Difficulty Factor (TDF), and Optimal Session Time Factor (OSTF) were selected for evaluation. The relationship between the learning index (dependent variable) and the identified factor (independent variables) was established using multivariate linear regression. Findings:The study demonstrated the effectiveness of using multivariate linear regression to establish a mathematical relationship between the learning index (associated with the second level of Kirkpatricks model) and the independent variables (FFR, TDF, and OSTF) associated with the first level of Kirkpatricks model. It was found that FFR, TDF, and OSTF significantly affected relative learning with respect to each session delivered by faculty members. Research Limitations/Implications:The current research was conducted on a single training programme on a particular subject. More studies conducted with similar approach on other types of programmes on topics of different subjects/duration can be helpful in establishing the validity of approach. In this study, some identified factors from first (reaction) level of Kirkpatrick model were not considered applicable such as course design, background and experience of participants and environment/facilities. Training programmes conducted in different settings with heterogenous group of participants can be useful in studying the impact of these factor. Originality/Value:The idea of quantifying learning effectiveness by relating it to factors identified from first (reaction) level of Kirkpatrick model is a unique and original approach adopted in this study. Moreover, this study contributes to the field by providing a methodological approach to evaluate training effectiveness by linking the reaction and learning levels of the Kirkpatrick model using mathematical and statistical tools.
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Haratua Gultom, Chandra S., R. Madhakomala, and Hamidah. "Evaluation Of The Effectiveness Of The Initial Flight Attendant Training Program In Garuda Indonesia Training Center." Journal of Business and Behavioural Entrepreneurship 4, no. 2 (2020): 47–65. http://dx.doi.org/10.21009/jobbe.004.2.05.
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The purpose of this study is to evaluate the training effectiveness on GITC by applying the four levels Kirkpatrick model consisting of reaction, learning, behavior & Results. This study is cross sectional, primary data was collected through interviews from different batches representing different levels of the Kirkpatrick model. Effectiveness of training at the different levels was being evaluated through construct/theme developed on the basis of literature review. For level one evaluation interviews were conducted from employees who had recently completed their training; for level 2,3&4 the respondents, who had completed same training about 3 months, 6 months and year earlier respectively. The results indicated that reaction of the participants were positive for training except duration was too short, secondly they have applied skills & knowledge which they had learnt from training. A positive consequence of the training is that most of the participants got promoted from their current designation with the improvement in their pay scales. Thus, the soft skills trainings were effective with the participants desiring more opportunities to attend soft skills training session at least quarterly basis, to further improve their skills and enhance their knowledge.
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Siregar, Vera Oktavia. "HUBUNGAN KEPUASAN PESERTA PELATIHAN DENGAN TINGKAT PEMBELAJARAN PESERTA PELATIHAN PENCEGAHAN DAN PENGENDALIAN INFEKSI." Jurnal Administrasi Kesehatan Indonesia 5, no. 1 (2017): 62. http://dx.doi.org/10.20473/jaki.v5i1.2017.62-71.
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Evaluation of training is a systematic process to collect, describe, interpret and present information about the training. Evaluation Prevention and Control of Infection training aimed to analyze the correlation between trainees satisfaction with learning level of trainees. This study was a quantitative analytical research using cross sectional design. The results were analyzed with descriptive statistics, dependent t test and Spearman Correlation Test. Trainees satisfaction to the training of Prevention and Control of Infection obtained good results with the percentage of 74.2%. Learning level of trainees Prevention and Control of Infection had a different average value of pre test and post test so as to increase the knowledge of trainees. Based on the correlation trainees satisfaction with learning level of trainees it can be concluded that the success of every level Kirkpatrick model evaluation is important because there is a level depth evaluation. Keywords: training evaluation, kirkpatrik model, learning level, trainees satisfaction
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Argyrou, Aspasia, Abraham Pouliakis, Anthippi Gafou, Konstantinos Tsoumakas, Theodoros Mariolis- Sapsakos, and Georgios Fildisis. "Applying the Kirkpatrick-Model on evaluating an educational intervention about transfusion medicine among nurses. Preliminary results." Health & Research Journal 8, no. 2 (2022): 123–35. http://dx.doi.org/10.12681/healthresj.29191.
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Background: Implementation of systematic and sustainable training in theoretical and practical aspects of transfusion, maximizes transfusion-safety and improves quality of nursing services. Kirkpatrick-Model can be used effectively for evaluating such educational programs. Method and Materials: According to Kirkpatrick-Model, evaluation of educational programs is determined by four levels: 1st-Reaction, 2nd-Learning, 3rd-Behavior, 4th-Results. During years 2018-2019, an educational program about transfusion-medicine (presentations-lectures, brochures distribution, individual training) was implemented among nurses working mainly in an Oncology Hospital of the Hellenic National Health System. Demographics, educational/professional experience, knowledge-level on transfusion-medicine as well as suggestions for improving it, were checked with pre-and post-training questionnaires. Statistical analysis was made using SAS9.4-software for Windows/Excel 2007 (Kruskal-Wallis method for numeric parameters, x2-test for categorical). The significance level was set to P<0.05. Results: Regarding trainees’ reaction (level 1), 38.59% considered the educational program “satisfactory” (before training, 13.67% answered that they needed no training, after training 52.26%, P<0.05). Regarding learning (level 2), there was improvement in knowledge (14.2±3 correct answers/respondent before training, 21.1±1.8 correct answers/respondent post-training, 48.6% increase in correct answers/respondent, P<0.000001). The evaluation of the trainees' change of work-behavior due to training (level 3) will be performed through an extended observation-period by auditors using an extensive evidence-based observatory checklist. The overall outcome of training (level 4) will be assessed after completing the above-mentioned audits. Conclusions: According to Kirkpatrick-Model, the applied educational program is evaluated positively in terms of levels 1-2, as it was considered sufficient by trainees and improved their theoretical knowledge. Further evaluation in terms of levels 3-4 is an ongoing procedure.
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Ridwan, Ihwan, and Yoyon Suryono. "Evaluasi program pelatihan vokasi di sanggar kegiatan belajar Ujung Pandang Kota Makassar." Jurnal Pendidikan dan Pemberdayaan Masyarakat 2, no. 2 (2015): 145. http://dx.doi.org/10.21831/jppm.v2i2.6330.
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Penelitian ini bertujuan untuk: mengetahui kepuasan peserta pelatihan, mengetahui pemahaman peserta pelatihan, mengetahui implementasi program pelatihan, menganalisis dampak program pelatihan, mengetahui manfaat program pelatihan, dan merekomendasikan perbaikan program. Dengan menerapkan empat model evaluasi pelatihan Kirkpatrick yaitu: tingkat kepuasan, tingkat pemahaman, tingkat implementasi, dan tingkat dampak untuk mengetahui hasil dari ketiga pelatihan vokasi, yaitu: pelatihan menjahit, hantaran, dan tata risa pengantin. Hasil penelitian menunjukkan bahwa peserta puas mengikuti pelatihan, peserta paham atas materi yang diberikan, peserta mampu mengimplementasikan program di tempat kerja, program pelatihan berdampak baik bagi peserta dan lembaga, manfaat yang didapatkan: peserta mampu membuka lapangan pekerjaan serta mampu bekerja di perusahaan, dan rekomendasi perbaikan program: memberikan asuransi kecelakaan kerja serta memberikan materi kewirausahaan.Kata Kunci: evaluasi program, pelatihan vokasi, dan model evaluasi Kirkpatrick. Evaluation of Vocational Training Program in Learning Activity Atelier in Ujung Pandang, Makassar MunicipalityAbstractThis study aims to: determine the satisfaction of trainees, determine the understanding of the trainees, to find out the implementation of the training programs, to analyze the impact of the training programs, to understand the benefits of the training programs and to recommend the improvement programs. By applying the four evaluation model by Kirkpatrick, that are : The Satisfaction level, the level of understanding, the level of implementation, and the impact level of the training in order to determine the outcome of the three vocational training, that are : Sewing, Delivery, and Bridal make up training. The result showed that all the participants satisfied with the training, the participants understand the material provided, the participants be able to implement the program in the workplace, the training program give benefit for both the participants and institutions, the benefits obtained are; the participants were able to create jobs and be able to work in the company, and the recommendation programs for improvements are; provides the insurance for occupational accident and also material of entrepreneurship.Keywords: evaluation program, vocational training, Kirkpatrick evaluation model
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Agarwal, Neetima, Neerja Pande, and Vandana Ahuja. "Expanding the Kirkpatrick Evaluation Model-Towards more Efficient Training in the IT Sector." International Journal of Human Capital and Information Technology Professionals 5, no. 4 (2014): 19–34. http://dx.doi.org/10.4018/ijhcitp.2014100102.
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The purpose of this paper is to investigate how the Kirkpatrick Learning Evaluation Model (1950) can be augmented to make it more credible and successful evaluation parameter in the changing times. Since the advent of Information Technology industry the rigid structures of organizations are replaced by the Flat/Matrix structures, removing the bars of time and place. This paper is an attempt to include three gaps identified in the Kirkpatrick Model, Training motivation, Organization citizenship behaviour and the Assessment of both the individual and the Organization simultaneously. Through co-relation and regression analysis these gaps were tested on the data obtained from 461 employees. The data support the various relationships to be included in Kirkpatrick Model and it identifies that for an effective training program it's essential to perform both pre-training and post-training analysis using the four parameters of Kirkpatrick Model viz. Reaction (changed to Motivation), Learning, Behaviour (or Performance) and Results.
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Lee, Sung Hee, and Seung A. Lee. "Evaluating effectiveness of pre-parental education for university students using Kirkpatrick model." Edelweiss Applied Science and Technology 9, no. 5 (2025): 1557–65. https://doi.org/10.55214/25768484.v9i5.7217.
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Pre-parental education is designed to equip prospective parents with essential parenting skills. Korea recently introduced it alongside population education as part of a broader strategy to address declining birth rates. However, there remains a scarcity of comprehensive studies evaluating its effectiveness in influencing childbirth-related attitudes. The Kirkpatrick training evaluation model, which assesses training effectiveness across four stages—reaction, learning, behavior, and results—has been widely applied in educational assessments. This study aims to evaluate how university students' reactions (Level 1) and learning outcomes (Level 2) from pre-parental education impact their expected number of children (a behavioral outcome, Level 3) using the Kirkpatrick model. A 10-week pre-parental education program, Healthy Parenting Recipe, was implemented for university students at K University in D City, South Korea, during the second semester of 2024. A total of 67 students participated in the study, and evaluations were conducted up to Level 3. Data were analyzed using SPSS/PC Windows 29.0, employing descriptive statistics and ordinal logistic regression. Greater satisfaction with course content (Level 1: Reaction) was associated with higher expected number of children (B = .234, CI: .063–.405, p = .007). Increased parenting knowledge (Level 2: Learning) also correlated with a higher expected number of children (B = 2.818, CI: .130–5.505, p = .04). Additionally, students prioritizing maternal career continuity expected more children (B = .771, CI: .188–1.353, p = .01), whereas those prioritizing meeting infant needs expected fewer (B = –.556, CI: –1.110– –.003, p = .049). These findings indicate that the results from Levels 1 and 2 significantly influence behavioral outcomes (Level 3). This study validates the interconnections among evaluation levels proposed by the Kirkpatrick model. Furthermore, it confirms the model’s effectiveness as a comprehensive evaluation framework for pre-parental education among university students.
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Azeem, Faraz, Shahid Hussain Atta, Khurram Rasheed, Muhammad Shahzad Rafique, and Faisal Muhammad. "Why Training and Development Programs Don't Improve Employee Productivity." European Journal of Applied Science, Engineering and Technology 2, no. 3 (2024): 142–50. http://dx.doi.org/10.59324/ejaset.2024.2(3).12.
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This study investigates why training and development initiatives don't boost production. This research will determine what characteristics caused employees to do the same after receiving training from the company. Today, research is crucial to proving an area's legitimacy. Training and development are crucial in any organization and can lead to excellent results, but not all organizations do so, therefore we must consider the other side. Many firms devote cash for the T&D department to determine how effective these programs are and how they affect employee productivity. We used the Kirkpatrick Four-Level Training Evaluation Model to objectively assess training efficacy. Our preference was the Kirkpatrick Model due to its benefits. Works using traditional and digital learning programs had explicit evaluation steps. It helped us understand how training programs affect company outcomes. We found it easy to adopt the approach due to its flexibility.
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Asyari, Hasyim, Tengku Rusman N, and Astina Riyana. "Evaluasi Program Pelatihan Guru di Pusdiklat Tenaga Teknis Pendidikan dan Keagamaan Kementerian Agama Republik Indonesia." Tadbir : Jurnal Studi Manajemen Pendidikan 4, no. 1 (2020): 67. http://dx.doi.org/10.29240/jsmp.v4i1.1441.
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This study aims to evaluate the Teacher Training Program at Training Center for Education and Religious Technical Personnell. The basic problem is that there is no post-training evaluation as an integral part of the evaluation of training implementation. The evaluation model used in this study is the Kirkpatrick evaluation model which is reaction level, learning level, behavior level and result level to get a more comprehensive picture of the Teacher Training Program. This study uses a qualitative approach with descriptive methods. Data was conduct using questionnaire, interview, and document studies. The results of this study indicate that on reaction level, based on the results of the achievement analysis are in the high category, learning level of the program which are also in the high category, behavior level are in the high category, however result level of the program are in the moderate category. The findings of the evaluation of this result prove the importance of the training center conducting post-training evaluations to determine the impact of the training on the performance of participants and educational institutions. This research can be used as input for the Training Center to be consistent in evaluating both during training and after training as stated in Kirkpatrick's theory.
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Shi, Meimei, and Yong Li. "A kirkpatrick model-based learning evaluation system for blended teaching in military academies—Taking blended English course as an example." MATEC Web of Conferences 395 (2024): 01077. http://dx.doi.org/10.1051/matecconf/202439501077.
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At present, blended teaching has become an important direction of teaching reform in military academies. Due to the special attributes of military academies as well as its late start of blended teaching, there is currently limited research on blended learning evaluation and a lack of a unified evaluation system. In the light of Kirkpatrick Model, one of the most authoritative evaluation models for training, this paper first reflects on the flaws of current blended learning evaluation in military academies. Then based on the blended English course practice, explores to construct an evaluation system in the four levels of Kirkpatrick Model:level of reaction, level of learning, level of behavior and level of result. In the end, Delphi Method is used for index weight distribution for the whole system. The system could serve as a template and reference for establishing a practicable evaluation system, enhancing blended teaching reform in military academies.
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Muhammad Fadhil, Dr. Neti Karnati, M. Pd, and Dr. Matin, M. Pd. "EVALUASI PROGRAM PELATIHAN PENGOLAHAN BAHAN PUSTAKA DI PUSDIKLAT PERPUSTAKAAN NASIONAL RI." PARAMETER: Jurnal Pendidikan Universitas Negeri Jakarta 32, no. 2 (2020): 99–114. http://dx.doi.org/10.21009/parameter.322.02.
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This research was intended to see how the Kirkpatrick four level evaluation model is applied in the Library Material Processing training program organized by the Education and Training center of National Library of Indonesia. This evaluation research uses the Kirkpatrick evaluation model (Reaction, Learning, Behavior, Result). The subject of this research is training organizers, training instructors and training participants in the processing of library materials. Data collection techniques in this study used observation, documentation and interviews. Data validity test is done using triangulation of sources and methods.
 The results of this study show that the implementation of the Library Material Processing Training program has not gone well based on the aspect that being evaluated. 1) In the Reaction evaluation aspect, the implementation of training at this stage goes well. It can be seen from the results of the evaluator's last evaluation score which has a score of 93.88 or very satisfied and the last evaluation score of the instructor who has a score of 90.66 or very satisfied. 2) In the aspect of learning evaluation, the training process goes well according to the plan that was made before. This can be seen from the final score of all participants who have a score above the least limit. 3) in the Behavior aspect, the training organizers have not carried out observations of the participants' behavior after the training. 4) Then in the Result aspect, the training organizers also have not carried out observations on the participants' contributions or the use of participant's knowledge of the library performance.
 
 Keywords: Program Evaluation, Library Material Processing Training, Kirkpatrick Evaluation Model
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Bahrun Nawawi, M. "EVALUATION OF REACTION OF VILLAGE PLANNING AND BUDGETING ONLINE TRAINING PARTICIPANTS AT THE FINANCE TRAINING CENTER OF MALANG." JURNAL HURRIAH: Jurnal Evaluasi Pendidikan dan Penelitian 4, no. 1 (2023): 158–65. http://dx.doi.org/10.56806/jh.v4i1.126.
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Evaluation is required to determine the success of training in increasing employee competence and performance. The purpose of this study is to determine the attitudes of participants and instructors to the implementation of online village planning and budgeting training batch 1 of 2022 at the Malang Financial Education and Training Center. Donald L. Kirkpatrick's level-1 Kirkpatrick four levels evaluation model was used to undertake training evaluation. This is a quantitative descriptive study that employs a survey method. The findings revealed that the learners' attitude to the implementation and the instructors of the online village planning and budgeting course was quite positive. This is demonstrated by the participant's assessment of the implementation process, which received an average score of more than 4.6, and the participant's assessment of the instructor, which received an average score of more than 4.5. Participants suggested that this training be extended to other village apparatus, and that if the circumstance is safe, it be conducted offline at the Malang Financial Education and Training Center to maximize the outcomes.
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Tan, Kim, and Eric Newman. "Sales Force Training Evaluation." Journal of Business & Economics Research (JBER) 10, no. 2 (2012): 105. http://dx.doi.org/10.19030/jber.v10i2.6790.
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<span style="font-family: Times New Roman; font-size: small;"> </span><p style="margin: 0in 0.5in 0pt; text-align: justify; mso-pagination: none;" class="MsoNormal"><span style="font-family: Times New Roman;"><span style="font-size: 10pt; mso-bidi-font-style: italic;">An important indicator of an effective sales force training program is the evaluation of whether or not the training has directly impacted professional selling in retail organizations as defined by sales volume, sales personnel performance as well as other bottom line metrics<strong>. </strong>Despite spending thousands of dollars training their sales force every year, retail organizations often fail to follow through in evaluating the effectiveness of their training programs, thereby not allowing corrective actions for improvements to take root. This article investigates the importance of sales training evaluations and provides insights into the </span><span style="font-size: 10pt;">challenges and impediments faced by retailers in conducting sales training evaluation<span style="mso-bidi-font-style: italic;">. This study essentially propose utilizing Kirkpatrick's Four-Level Training Evaluation Model (Donald Kirkpatrick, 1994) to examine the interrelationships among its four levels of training evaluation (reaction, learning, behavior change, and organizational outcomes) and how they can be applied in determining sales training effectiveness in retail organizations. Future research emphasis and implications are then discussed that may help retailers better evaluate their sales training provisions while developing effective and accountable sales training efforts that will increase overall sales force productivity.</span></span></span></p><span style="font-family: Times New Roman; font-size: small;"> </span>
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Susanto, Wibowo Hanafi Ari, Wibowo Hanafi Ari Susanto, and Wibowo Hanafi Ari Susanto. "The Evaluation Of The Implementation Of Preceptorship Model Training In Blud Rsud Nabire With Kirkpatrick Approach." Jurnal Ners dan Kebidanan Indonesia 6, no. 3 (2019): 35. http://dx.doi.org/10.21927/jnki.2018.6(3).35-42.
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<p>Background: Preceptorship model is a continuous learning system that involves the role of nurses as role models and students in the clinical setting, the goal of preceptorship model learning is to form students to become professional nurses, having full sense of responsibility and knowledgeable, so that it will be able to improve the quality of nurses especially in the clinical setting as evidenced by accountability in the work, competence, therapeutic communications in the clinical setting. Preceptorship training is an activity to improve preceptor knowledge about nursing science development so that it can be implemented on the practice ground or guidance process. The effectiveness of a training program can be evaluated on the training process. Evaluating the training program is the last stage in the training itself. Kirkpatrick divides four levels in evaluating the process. There are reaction, learning, behavior and result of training.</p><p>Objective: To analyze the evaluation of the implementation of the preceptorship model training at the BLUD RSUD Nabire with a Kirkpatrick approach.</p><p>Method: The research method used was a descriptive quantitative. The total sample size was 14 respondents with a total sampling technique. Respondents were given intervention in the form of training of preceptorship model</p><p>Result: The reaction level showed a high positive reaction to the training of 86,83%, Knowledge level showed improvement in third measurement with a good category of 100% and attitude showed a positive category of 100%, behavior level showed the implementation of learning in a good category of 71 , 4% and the result level showed the result of B+ of 50%</p><p>Conclusion: There was an influence of the implementation of Preceptorship Model training on reaction, learning, behavior and result. It was expected that clinical learning method could be integrated into nursing education curriculum.</p><p> </p><p><strong>Keywords:</strong> Precepthorship Model; Training; Kirkpatrick</p>
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Mustofa, Ihsan, Heri Kuswara, Rosmawati Rosmawati, and Enita Rosmika. "Evaluation of Computer Training Programs Using Models Kirkpatrick to Increase the Competency Capacity of PerGunu Teachers." Nidhomul Haq : Jurnal Manajemen Pendidikan Islam 8, no. 2 (2023): 210–26. http://dx.doi.org/10.31538/ndh.v8i2.3778.
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Computers have very multi-tasking functions. Computers can help complete various jobs, one of which is that they can be used in the teaching and learning process. With the sophistication of hardware and software on computers, teachers can present attractive, interesting, and fun learning methods and models. Unfortunately, not all teachers can make the most of computers as a solution in their teaching and learning process. One of them happened to teachers who were members of the Nahdlatul Ulama Teachers' Association (Pergunu) in Lampung Province. Therefore, the Regional Board of the Nahdlatul Ulama Teachers Association of Lampung Province has carried out computer training program activities for Gunu teachers. To determine the extent to which the success of this training can be felt by the participants, researchers conducted research on this computer training program using the Kirkpatrick model or what is known as the Kirkpatrick Four Levels Evaluation Model, namely evaluating the effectiveness of Kirkpatrick's training program by evaluating training programs based on four stages of evaluation, namely: 1) reaction, 2) learning, 3) behavior, and 4) results. This evaluation was carried out as an effort to improve computer training programs in the future so as to be able to increase the competency capacity of teachers in optimizing computers as a means of successful learning. The results of the research that has been carried out on this Computer Training Program, meanwhile, show that participants get the benefits to be applied in the learning process.
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Aminah, Hania. "MODEL EVALUASI KIRIKPATRICK DAN APLIKASINYA DALAM PELAKSANAAN PELATIHAN (LEVEL REAKSI DAN PEMBELAJARAN) DI PUSAT PENDIDIKAN DAN PELATIHAN PERUM JAKARTA." JRMSI - Jurnal Riset Manajemen Sains Indonesia 6, no. 1 (2015): 376. http://dx.doi.org/10.21009/jrmsi.006.1.03.
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MODEL EVALUASI KIRIKPATRICK DAN APLIKASINYADALAM PELAKSANAAN PELATIHAN (LEVEL REAKSI DAN PEMBELAJARAN)DI PUSAT PENDIDIKAN DAN PELATIHAN PERUM JAKARTAHania AminahFakultas Ekonomi, Universitas Negeri JakartaEmail: haniaaminah@gmail.comABSTRACTIn order to avoid the inefficiency of the training, the training should be measured. Theresearch aim to determine the effectiveness of information and training through theimplementation of the evaluation model is to implement two levels which consist of reactionsand learning levels, using Kirkpatrick’s model. This research was conducted at the Learningand Training Center of Central Jakarta, with a sample of all participants of training. Datacollection using a questionnaire that has been tested by using content validity, whereas testsuse SPSS.The results showed that the reaction of trainees are satisfied with the implementation of thetraining that was conducted and the results are good and improving learning are assessedfrom the pre-test and post-test. The resulting increase in the difference was significant, butwhen viewed from the aspect of knowledge, understanding and application, the result of thedifference increased, but not significantly.Keywords: Training, Evaluation, Kirkpatrick Model, Employees
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Nawaz, Fahad, Wisal Ahmed, and Muhammad Khushnood. "Kirkpatrick Model and Training Effectiveness: A Meta-Analysis 1982 To 2021." Business & Economic Review 14, no. 2 (2022): 35–56. http://dx.doi.org/10.22547/ber/14.2.2.
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By examining the overall success of managerial training concerning Kirkpatrick's training effectiveness paradigm, this work seeks to contribute to the substantial contributions of prior 40-year research in the area. Additionally, this study seeks to assess the overall findings regarding its renowned levels, reaction, learning, behavior, and results of Kirkpatrick's training model and associations among these levels. Through a meta-analytic process, this study statistically extends and unifies the management training literature. The Kirkpatrick model was the subject of a meta-analysis that covered 41 papers (n=41) between 1982 and 2021. Although accommodating literary study regarding Kirkpatrick's four levels of the training assessing model recommended positive association among its distinct levels, the results do not indicate a significant development in the usefulness of managerial training from 1982 through 2021. The implications have a direct bearing on the choice of evaluation techniques for upcoming research on the effectiveness of management training programs. The academic world and practitioners both value this implication. The potential exclusion of prior research and the variety of assessment techniques employed in earlier studies—beyond the simple categories of objective and subjective assessment—are among the study's limitations. The fact that this study spans a significant amount of time is its key contribution. The approach thus provides a wider perspective on managerial training throughout time.
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Asghar, Muhammad Zaheer, Muhammad Naeem Afzaal, Javed Iqbal, Yasira Waqar, and Pirita Seitamaa-Hakkarainen. "Evaluation of In-Service Vocational Teacher Training Program: A Blend of Face-to-Face, Online and Offline Learning Approaches." Sustainability 14, no. 21 (2022): 13906. http://dx.doi.org/10.3390/su142113906.
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Teacher education has a large and favorable impact on a teacher’s performance. Effective training brings improvement in the productivity and performance of employees due to the acquisition of new knowledge and skills. The National Vocational and Technical Training Commission organized an in-service vocational teachers’ training program through blended learning approaches in Pakistan. This study aimed at finding out the effectiveness of that in-service vocational teachers’ training program. The four levels of the Kirkpatrick model were used as the theoretical framework. A survey approach was used to collect data from 629 in-service vocational teachers who took part in the training program through blended learning approaches. Partial least square structural equation modeling was applied to find the hierarchal relationship among the four levels of the Kirkpatrick model. The results of the current research revealed that trainees were satisfied at all four levels of the Kirkpatrick model, including the reaction, learning, behavior and results. A hierarchal relationship between the four levels of the Kirkpatrick model was also found for the evaluation of the training program. The direct effect of the reaction had a positive and significant relationship with learning, learning with behavior and behavior with the results. The results of the specific indirect relationship among the four levels clearly depicted that behavior was mediated through learning and the results, learning was mediated through the reaction and behavior and behavior was mediated through the reaction and results. This study is useful for vocational education institutions and skill development policymakers to design in-service training programs for in-service teachers. Future studies can be conducted about the adaptation of instructions for the in-service vocational teachers’ training program through blended learning approaches.
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Prilianti, Ratna. "EVALUASI LEARNING PENYELENGGARAAN DIKLAT TEKNIS SUBSTANTIF MULTIMEDIA BAGI GURU MADRASAH ALIYAH DI BALAI DIKLAT KEAGAMAAN SEMARANG." Jurnal PROGRESS: Wahana Kreativitas dan Intelektualitas 5, no. 1 (2018): 25. http://dx.doi.org/10.31942/pgrs.v5i1.1973.
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ABSTRAKPenelitian dilakukan dengan tujuan untuk mengetahui hasil belajar peserta diklat (Learning) pada penyelenggaraan Diklat Multimedia bagi Guru Madrasah Aliyah Di Balai Diklat Keagamaan Semarang. Penelitian ini merupakan penelitan deskriptif kuantitatif dengan metode survai. Model evaluasi yang digunakan adalah menggunakan Model Kirkpatrick yang memiliki kelebihan karena sifatnya yang menyeluruh, sederhana, dan dapat diterapkan dalam berbagai situasi pelatihan. Menyeluruh dalam artian model evaluasi ini mampu menjangkau semua sisi dari suatu program pelatihan. Dikatakan sederhana karena model ini memiliki alur logika yang sederhana dan mudah dipahami serta kategorisasi yang jelas dan tidak berbelit-belit. Sementara dari sisi penggunaan, model ini bisa digunakan untuk mengevaluasi berbagai macam jenis pelatihan dengan berbagai macam situasi. Dalam model Kirkpatrick, evaluasi dilakukan melalui empat level yaitu reaction, learning, behaviour dan impact. Pada penelitian ini hanya dilakukan untuk evaluasi level 2. Hasil belajar peserta diklat (Learning) pada aspek sikap dalam kategori sangat baik dengan rata-rata 88,54, aspek pengetahuan dalam kategori baik dengan rata-rata 82,07 dan pada aspek ketrampilan dalam kategori sangat baik dengan rata-rata 85,68. Hasil belajar (learning) peserta diklat dapat ditingkatkan lagi dengan menggunakan metode tutor sebaya. Evaluasi pelaksanaan diklat juga perlu dilakukan untuk level 1 (reaksi), level 3 (perilaku kerja) dan level 4(dampak) melalui kegiatan evaluasi pasca diklat.Kata kunci : Evaluasi kickpatrick, learning, diklat ABSTRACTThe study was conducted in order to determine the satisfaction of training participants (Reaction) to the educational aspect, the aspect of facilities, service aspects and determine learning outcomes of education and training (Learning) on the implementation Multimedia Training for Teachers Madrasah Aliyah In Balai Diklat Keagamaan Semarang. This research is descriptive quantitative research with survey method. Evaluation model used is using the Kirkpatrick model which has advantages because it is comprehensive, simple, and can be applied in a variety of training situations. Comprehensive evaluation model in the sense that it is able to reach all sides of a training program. Is said to be simple because this model has a logic flow that is simple and easy to understand and categorization clear and straightforward. In terms of usage, this model can be used to evaluate various types of training with a variety of situations. In Kirkpatrick's model, the evaluation was conducted through four levels, namely reaction, learning, behavior and impact. In this research is only done for the evaluation of level 1 and 2. Satisfaction of training participants (Reaction) to the educational aspects of the implementation Multimedia Training in both categories with a value of 87.62, aspects of the facility in the categories of both the value of 87.63, and service aspects in both categories with an average value of 89.38. Learning outcomes of education and training (Learning) on aspects of attitude in the excellent category with an average of 88.54, aspects of knowledge in both categories with an average of 82.07 and in the aspect of skill in the excellent category with an average of 85.68. In order satisfaction (reaction) participants in education and training can fit in either category it is necessary plus the frequency for extracurricular activities, set the menu to be more varied consumption and use the same software between training participants and trainers. Results of learning (learning) training participants can be increased further by using peer tutors. Evaluation of the implementation of the training are also needed for level 3 (work behavior) and 4 (impacts) through post-training evaluation activities.Keywords : kickpatrick evaluation, reaction, learning
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Islami, Gogon, and Dian Ari Nugroho. "KAJIAN EMPIRIS MODEL EVALUASI KIRKPATRICK UNTUK MENGUKUR EFEKTIVITAS PELATIHAN KERJA SECARA DARING." Jurnal Kewirausahaan dan Inovasi 1, no. 3 (2022): 324–37. http://dx.doi.org/10.21776/jki.2022.01.3.09.
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This research is an evaluative applied research that aims to evaluate the effectiveness of online training activities for interns at Bank Sinarmas Syariah using the Kirkpatrick evaluation model which measures the effectiveness of four levels, namely reaction, learning, attitude, and outcome. This study uses a mixed quantitative and qualitative approach with a sequential explanatory strategy. Analysis of quantitative data used is quantitative descriptive. Data were obtained from 49 job training participants. In the level of reaction, learning and attitude obtained satisfactory evaluation results, while the level of results obtained satisfactory but not optimal results. Qualitative methods are needed as a follow-up to the findings of quantitative methods to answer research problems in a more solution way. The results of the qualitative research conclude that the management of the implementation of job training has been quite good but there are still obstacles caused by its implementation online. Online job training has a positive effect on job readiness assisted by mentoring activities. The heterogeneity of employee performance that occurs is caused by the placement function that is not in accordance with the job analysis as the main factor, followed by differences in motivation and field constraints.
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Udeshika, P. D. S. "Training That Sticks: Rethinking Kirkpatrick for Hotels." Journal of Human Resource Management Perspectives 9, no. 2 (2024): 17–33. https://doi.org/10.4038/jhrmp.v9i2.10.
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The study aims to understand the adaptability of the Kirkpatrick model in assessing the effectiveness of learning and development programs in the context of Sri Lankan Hospitality industry. The study particularly investigates the extent to which the four levels of the Kirkpatrick model – 1. Reaction, 2. Learning, 3. Behavior, and 4. Results – are used in hotel industry learning and development programs and examine it’s applicability in this context. This conceptual paper is developed based on a theoretical review of prevailing literature on learning and development evaluation models, primarily centering on their use within the hospitality sector. By doing a comprehensive analysis on existing literature and case studies, the study critically examines how the Kirkpatrick model can be adapted or improved to be used in satisfying specific needs of hospitality sector in Sri Lanka. The findings of the study suggest that while Kirkpatrick model remain dominant in learning and development function in Human Resource Management, the model might not completely capture the unique challenges and outcomes particularly in the study context which is hospitality industry. The existing literature suggests that additional metrics related to service quality, customer satisfaction, and organizational performance must be included to fully evaluate learning and development program effectiveness in this sector. The findings of the study intend to offer practical implications as to how to improve the Kirkpatrick model in ensuring a more comprehensive evaluation of learning and development programs outcomes. Integration of customer satisfaction metric and linking behavioral changes more closely with key performance indicators (KPI) which are relevant to hospitality operations. Recommendations include integrating customer satisfaction metrics and linking behavioral changes more closely with key performance indicators relevant to hospitality operations.
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Amahoroe, Riana Antika. "Evaluation of Classical Training at the Ambon Religious Training Center using The Kirkpatrick Evaluation Model." 12 Waiheru 9, no. 2 (2023): 210–18. http://dx.doi.org/10.47655/12waiheru.v9i2.166.
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The purpose of this study was to evaluate classical training (regular training and training in work areas) held by BDK Ambon using the level 1 and level 2 Kirkpatrick models. MTs in the Aru Islands. Based on the results of the Level 1 Evaluation, it showed a positive reaction from the training participants with an average participant rating of regular training providers of 94.21 and 95.88 for training in the work area. The training participants were satisfied with the performance of the Ambon BDK training organizers. The highest score is in the aspect of participation in the determination of participants, namely 96.79 for regular training and 97.36 for training in work areas. Furthermore, the participants' assessment of widyaiswara showed an overall average score of 95.98 for regular training at BDK Ambon and 96.98 for training in work areas. These results indicate that the participants consider that the Widyaiswara is very competent, the training environment is very comfortable, and the methods used are effective in delivering training materials. Furthermore, based on the results of the level 2 evaluation regarding learning, it can be concluded that there has been an increase in knowledge, skills and attitudes after attending the training. It can be ensured that training alumni not only have theoretical knowledge, but are also able to apply it in practice. This can be seen from the training products in the form of learning videos, interactive quizzes and learning blogs as well as Google Classroom as learning media made by participants during the training
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Nurahman, Ikhsan, Anggraeni Pratama Indrianto, Ningsih Ningsih, and Fathurahman Fathurahman. "Evaluation of the Safety Riding Training for Employees at PT Indonesia Nippon Seiki Using the Kirkpatrick Model." Jurnal Ilmiah Manajemen Kesatuan 13, no. 4 (2025): 2057–66. https://doi.org/10.37641/jimkes.v13i4.3542.
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Employee training is one of the strategic efforts in improving the competence of human resources, especially in the manufacturing industry. PT Indonesia Nippon Seiki as a company engaged in automotive components requires employees who are skilled and adaptive to technological developments. This study aims to evaluate the effectiveness of employee training using the Kirkpatrick model, in collaboration with the Management Department of Yarsi Pratama University. The Kirkpatrick model was chosen because of its ability to provide a comprehensive evaluation through four levels, namely reaction, learning, behavior, and results. The research methods included training need analysis, distributing questionnaires to measure participant satisfaction (level 1), and conducting pre-test and post-test to assess the improvement of material understanding (level 2). The results showed that the participants reacted positively to the quality of the resource persons and the materials presented, with an average questionnaire score of 4.35. In addition, there was a significant increase in material understanding, indicated by the increase in the average post-test score of 83.9% compared to the pre-test which only reached 39.8%.This research is expected to be a reference for PT Indonesia Nippon Seiki in designing more effective training programs, as well as a consideration for the Management Department of the University of Indonesia.
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Hazira, Syafiqa, Norshaffika Izzaty Zaiedy Nor, Mohd Nasir Selamat, and Hazel Melanie Ramos. "Prevalence of Training Reactions and Self-Perceived Learning Acquisition Among Military Cadets: an Informed Perspective on SDG 4." Journal of Lifestyle and SDGs Review 5, no. 3 (2025): e05285. https://doi.org/10.47172/2965-730x.sdgsreview.v5.n03.pe05285.
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Objective: This study evaluated the prevalence of reactions to training and learning acquisition among military cadets at the Universiti Pertahanan Nasional Malaysia (UPNM). It examined how age and gender associate these outcomes and explored their relationship, aligning the findings with Sustainable Development Goal 4 (SDG 4). Theoretical Framework: This study is grounded in Kirkpatrick’s Four-Level Training Evaluation Model (Kirkpatrick & Kirkpatrick, 2008), which provides a comprehensive framework for assessing the effectiveness of training programmes Method: A cross-sectional survey of 887 UPNM cadets measured reactions and learning acquisition using validated scales. Data were encoded and analysed using SPSS 26. Results and Discussion: The findings revealed positive reactions and perceptions of learning acquisition, with consistent scores across items. Reactions (e.g., trainer effectiveness, content relevance) and learning acquisition (e.g., L1: understanding knowledge, L3: skill improvement) predominantly scored 5 (Agree) or higher. No significant differences were observed across age and gender, reflecting the standardized training environment. A strong positive correlation (r = 0.529, p < 0.01) indicated that more favourable reactions were associated with better learning outcomes. Research Implications: The standardized training at UPNM ensures equitable outcomes, aligning with SDG 4. However, balancing uniformity with tailored interventions could better address individual cadet needs and foster personal development. Originality/Value: This study innovatively applies Kirkpatrick’s Levels 1 (Reaction) and 2 (Learning) to evaluate military training at UPNM, providing a concrete method to assess quality education as outlined in SDG 4. The research identifies measurable improvements in cadets' training experiences and learning outcomes, offering actionable insights for enhancing inclusivity and effectiveness in military and broader educational contexts.
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Nisa, Ikrima Thohorun, Cicih Sutarsih, and Asep Sudarsyah. "Efektivitas Pelaksanaan Diklat Calon Guru Penggerak Angkatan 4 Berdasarkan Model Evaluasi Kirkpatrick di Balai Besar Guru Penggerak (BBGP)." Jurnal Tata Kelola Pendidikan 5, no. 2 (2023): 111–26. http://dx.doi.org/10.17509/jtkp.v5i2.64848.
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This study aims to determine the level of effectiveness of training in the 4th batch of teacher mobilizer program organized by the West Java Teacher Mobilizer Center (BBGP). Measurement of the effectiveness of education and training uses the Kirkpatrick evaluation model, with 4 levels, namely: level 1 (reaction), level 2 (learning), level 3 (behavior), and level 4 (result). The research method used in this study is a descriptive research method with a qualitative approach. Data collection techniques through interviews and documentation studies. Then checking the validity of the data is done by triangulation of techniques and sources. The results showed that the Implementation of Training for Prospective Teacher Movers Batch 4 Based on the Kirkpatrick Evaluation Model at the West Java Center for Teacher Movers (BBGP) at levels 1 and 2 was considered effective but at levels 3 and 4 it was not considered effective.
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Ross, Bella, Michael J. Penkunas, Dermot Maher, Edith Certain, and Pascal Launois. "Evaluating results of the implementation research MOOC using Kirkpatrick’s four-level model: a cross-sectional mixed-methods study." BMJ Open 12, no. 5 (2022): e054719. http://dx.doi.org/10.1136/bmjopen-2021-054719.
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IntroductionAn implementation research (IR) massive open online course (MOOC) was developed by the Special Programme for Research and Training in Tropical Diseases, to address the scarcity of training in low-income and middle-income countries in the field of IR. The Kirkpatrick model was used to evaluate the IR MOOC as it is widely applied for evaluation of training and educational programmes. The Kirkpatrick model evaluates training programmes on four levels: reaction, learning, behaviour and results. This paper addresses the impact of the IR MOOC on participants’ professional practice.MethodsFindings are based on analysis of survey and interview data collected 1.5–2 years after the conclusion of the two 2018 IR MOOC offerings. Of the 3858 MOC participants, 748 responded to the anonymous online survey and seven of these respondents were interviewed. All data are self-reported.ResultsThe IR MOOC was successful in enhancing the professional practice of participants and for their organisations. Over 40% reported modifying or implementing changes in their professional work. Respondents reported that participation in the MOOC had improved their ability to conduct IR, enhanced their professional profiles and increased their opportunities for collaboration, research and job promotion. Respondents stated that the MOOC had improved their work quality and productivity, and allowed them to contribute to research, initiate and develop professional collaborations and train others in IR. Respondents reported an increase in applying for grants and scholarships and presenting and publishing work on IR after participating in the MOOC. Barriers applying the knowledge gained from the IR MOOC were experienced, for example, due to a lack of funding and lack of support from colleagues, managers and organisations.ConclusionParticipants perceived that the IR MOOC was successful in its aims of delivering medium-term and long-term results in relation to their own and their organisations’ professional outcomes.
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Rienovita, Ellina, Aqsha Azelta Ragawaluya, and Zainal Arifin. "Implementation of Kirkpatrick Model in Boarding Training Evaluation at BBPVP Bandung." Inovasi Kurikulum 22, no. 1 (2025): 147–60. https://doi.org/10.17509/jik.v22i1.62055.
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Training as a competency improvement activity requires evaluation to determine the program's effectiveness. This research is to analyze the evaluation of boarding member-based training programs using the Kirkpatrick model at level I (reaction) and level II (learning). This research uses a quantitative approach with descriptive methods. Data collection techniques were carried out by meansprogram's effectiveness of observation, questionnaires, and documentation studies. The population was 192 participants who participated in stage I training at BBPVP Bandung, and the sample used was 32 boarding participants from the ICT vocational. Data analysis using descriptive quantitative in the form of percentages. This study's findings are the reaction level of boarding participants during training in the ICT vocational program at BBPVP Bandung in the “Good” category. However, some participants were dissatisfied with the services of the organizing committee, which were not responsive and solutive and provided inadequate facilities for less skilled instructors. Judging from the learning outcomes, participants experienced an increase, so participants were said to be competent and received certificates. There is a negative impact, namely the many rules that psychologically make some boarding participants feel unfree and burdened because they cannot adapt to their environment. AbstrakPelatihan sebagai kegiatan peningkatan kompetensi memerlukan evaluasi untuk mengetahui keefektifan program. Penelitian ini untuk menganalisis tentang evaluasi program pelatihan berbasis boarding member dengan menggunakan model Kirpatrick pada level I (reaction) dan level II (learning). Penelitian ini menggunakan pendekatan kuantitatif dengan metode deskriptif. Teknik pengumpulan data dilakukan dengan cara observasi, angket/kuesioner, dan studi dokumentasi. Populasi berjumlah 192 peserta yang mengikuti pelatihan tahap I di BBPVP Bandung dan sampel yang digunakan berjumlah 32 peserta boarding dari kejuruan TIK. Analisis data meggunakan deskriptif kuantitatif berupa persentase. Hasil temuan dalam penelitian ini adalah tingkat reaksi peserta boarding selama mengikuti pelatihan pada program kejuruan TIK di BBPVP Bandungdalam kategori “Baik”. Namun, sebagian peserta merasa kurang puas dengan pelayanan panitia penyelenggara yang tidak responsif dan solutif, fasilitas yang kurang memadai hingga instruktur yang kurang terampil. Dilihat dari hasil pembelajarannya, peserta mengalami peningkatan sehingga peserta dikatakan kompeten dan mendapatkan sertifikat. Terdapat dampak negatif yakni banyaknya peraturan sehingga secara psikologis membuat sebagian peserta boarding merasa tidak bebas dan terbebani karena tidak dapat beradaptasi dengan lingkungannya.Kata Kunci: boarding member; hasil belajar; model evaluasi Kirkpatrick; reaksi
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Jaafar, Mastura, Sumathi Jayabalan, and Suhaida Herni Suffarruddin. "Agropreneurship Training Evaluation Model for Sustainable B 40 Rural Community in Malaysia." Malaysian Journal of Consumer and Family Economics 32, no. 1 (2024): 1–29. http://dx.doi.org/10.60016/majcafe.v32.01.
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Entrepreneurial training is one of the key elements that address poverty among the B40 (i.e., the lower-income group) in Malaysia. However, the results of accomplishing the introduced training program have not been proven empirically. This study aims to examine the effectiveness of agropreneur training in sustainable agropreneurship involvement in Malaysia. The four-level Kirkpatrick model and the self-regulation theory have been adopted in this study. A total of 200 respondents participated in a survey a year after the implementation of the program. The respondents perceived that the training program has been a success. The results showed a strong relationship between certain measures of reaction and learning regarding the respondents’ behaviour. More importantly, training has led to significant behavioural changes, which contributed to people’s continuous involvement in agropreneurship. The results have also shown that effective entrepreneurship training has created a significant, positive impact on rural agropreneur sustainability among the participants.
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Yermukhanbetova, A. D., A. Zh Kudaibergenova, G. M. Kadyrbayeva, K. T. Kashananova, and F. A. Bagiyarova. "Comparison of models of pharmaceutical productions’ training system’s quality assessment." Medicine and ecology, no. 4 (January 23, 2025): 152–58. https://doi.org/10.59598/me-2305-6045-2024-113-4-152-158.
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Personnel training is one of the key points regulated by the Good Manufacturing Practice standard. A wellstructured and established training system in pharmaceutical production is an important aspect to ensure the quality of all processes in the company, thus ensuring the quality, efficiency, and safety of the products, drugs, and/or medical devices manufactured at the enterprise. The evaluation of training quality plays a decisive role in the effective functioning and improvement of the pharmaceutical production training system and the achievement of desired results. Education evaluation methods evolve and improve over time, reflecting changing models and modern requirements. This article presents four main models for evaluating the quality of a training system for comparison: the Kirkpatrick model, the Phillips model, the Stufflebeam model, and the Bern model.The Kirkpatrick model, based on four levels of evaluation - reaction, learning, behavior, and results, is widely used due to its simplicity and practicality. The Phillips model focuses on evaluating investment in training and its impact on business results. The Stufflebeam model, focused on evaluating the training process, offers a system of multiple data collection methods for continuous improvement of training quality. The Bern model proposes an integrated approach to evaluation, including both qualitative and quantitative evaluation methods.Each of these models has its advantages and disadvantages, and their choice depends on the specific educational and organizational needs of pharmaceutical production. It is important to consider the context and objectives of the evaluation to choose the most suitable model for a particular situation.
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Alalusy, Allamah, and Idha Rahayuningsih. "Application of The Kirkpatrick Level 3 Model to Evaluate The Human Resource Training Program at PT X." Inovasi Lokal 2, no. 2 (2024): 6–13. https://doi.org/10.62255/noval.v2i2.131.
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Learning is a process that takes place to gain knowledge and knowledge. Learning activities carried out in the corporate or work world are better known as training and development activities. With training activities, it is hoped that there will be an increase in employee knowledge, skills and attitudes, so that company goals can be achieved. Training evaluation is a stage that should be an integral part of the training program. PT X is one of the companies that has also managed Learning & Capability Development, the implementation of which continues to be in the process of development and improvement. The process of Training Needs Analysis, implementation and evaluation has been carried out and carried out in 3 stages, however the evaluation of stage 3 cannot yet be carried out because there is still the problem of not having tools implemented in the Company to carry out level 3 evaluations. The evaluation model used is known as Donald L. Kirkpatrick.
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Rahmah, Dinda Aulia, and Syahputra Syahputra. "PENERAPAN MODEL KIRKPATRICK UNTUK MENGEVALUASI PELATIHAN TERHADAP KINERJA KARYAWAN PT TELKOM INDONESIA." Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik 11, no. 2 (2024): 713–27. http://dx.doi.org/10.37606/publik.v11i2.1124.
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This research aims to measure the effectiveness of the training program organized by Telkom-ITDRI (Indonesia Telecommunication & Digital Research Institute), the evaluation approach used is the Kirkpatrick Four-Levels method including, level 1 reaction (reaction), level 2 learning (learning), level 3 behavior (behavior) and level 4 result (result). The research method used in this research is descriptive with a quantitative approach. This research data was collected through distributing questionnaires and sampling was carried out using probability sampling techniques using the proportional sampling method method. There were 280 respondents in this study who were participants in the AfRAM (Agility for B2B Regional & Account Management Team) training. The analytical method used in this research is a simple regression analysis test and multiple regression analysis test and processed using SPSS 27 software. Based on the descriptive analysis, it can be concluded that the level 1 reaction variable is in the category, level 2 learning and level 4 result are in the "good" category, level 3 behavior is in the "very good" category. The relationship between reaction to employee performance has a significant effect. The relationship between learning and employee performance does not have a significant. The relationship between behavior and employee performance is influential but not significant. The relationship between results and employee performance has a significant effec. Furthermore, the relationship between reaction, learning, behavior and results simultaneously influences employee performance, this shows that the training provided is effective and able to improve employee performance.