Testing Kirkpatrick's Four-Level Hierarchy of Training Evaluation: Evidence from Thailand's Automotive Industry
AbstractSeveral studies of training evaluation have failed to confirm the hierarchy relationship of reaction, learning, and behavior to results because of the difficulty of evaluating training. Furthermore, research in this area has tended to downplay the importance of level one (reaction) evaluation. In this study, we proposed investigating Kirkpatrick’s four-level hierarchy of training evaluation, focusing specifically on two types of reactions, affective and utility, to predict training outcomes. The results of this study expand our understanding of the progressive causal relationship of reaction, learning, and job behavior to results. In particular, this study highlighted the utility reactions in predicting training effectiveness. Implications and future research directions suggested by the results are also discussed.
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Bibliographic InfoPaper provided by Hiroshima University, Graduate School for International Development and Cooperation (IDEC) in its series IDEC DP2 Series with number 3-4.
Length: 20 pages
Date of creation: May 2013
Date of revision:
Kirkpatrick's training evaluation model; training effectiveness; training evaluation;
Find related papers by JEL classification:
- M53 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Training
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- Bates, Reid, 2004. "A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence," Evaluation and Program Planning, Elsevier, vol. 27(3), pages 341-347, August.
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