Kirkpatrick's Four-Level-Training Evaluation Model: M & E Design for Learning and Development Intervention

Abstract

INTRODUCTION

The Kirkpatrick Model is probably the best known model for analyzing and evaluating the results of training and educational programs. It takes into account any style of training, both informal and formal, to determine aptitude based on four levels criteria. Level 1Reaction measures how participants react to the training. Level 2 Learning analyzes if they truly understood the training. Level 3 Behavior looks as if they are utilizing what they learned at work, and Level 4 Results determines if the material had a positive impact on the organization.

METHODS

This research was conducted using the qualitative method. Direct interview from respondents in the field and the use of focus group discussion gave value to this study to authenticate the data being collected usingthe 5-point Likert Scale. To test the pilot implementation in employing the Kirkpatrick Four-Level-Training Evaluation Model, the researcher conducted interviews with the 15 newly-installed school heads which included 2016 and 2017 NQESH passers, school heads with 0-3 years in the service, and designated as Teacher-in-Charge or Head Teacher I-III.

RESULTS

The favorable result-utilizing sample questionnaire exhibited a mean score of 4.60 where nine out of 15 respondents positively wanted to use the M & E design as a measuring tool of outcome evaluation in Learning Action Cell (LAC) sessions.The data collected by the researcher revealed that trainings were evaluated only on people's perceptions to feel how training is valuable.

DISCUSSIONS

Though the L & D System is part of the Key Result Area (KRA) of the Human Resource and Development (HRD) Section in the School Governance and Operations Division (SGOD), this is a harmonized activity between the School Management M and E Section (SMME), i.e. to quality assure (QA), monitor and evaluate (ME) a training design and possibly gave technical assistance (TA). This is how Kirkpatrick's Four-Level-Training Evaluation Model, manage to patch the gap of visualizing the outcome of a training program.This M & E designis adopted by the Public Schools District Supervisor, designated as Division SBM Coordinator to let the school heads realize the value of visualizing the impact of Learning Action Cells for the improvement of SBM level of practice and as part of her technical assistance in school management.

Kirkpatrick's Four-Level-Training Evaluation is under the M & E plan in the L & D package used as a measuring tool to realize application of learning by training participants.