Training Evaluation Plan: HRMT 160 Training & Development, F2018

This training evaluation plan utilizes the Kirkpatrick model to assess the effectiveness of a training program. It focuses on four levels: reaction, learning, behavior, and results, with specific questions designed to gauge trainee engagement, knowledge acquisition, behavioral changes, and overall outcomes. The plan also addresses potential barriers to effective training evaluation, such as differing trainee opinions and limitations in organizational processes. The document provides a structured approach to measuring the impact of training initiatives within the People’s Credit Union (PCU), as part of the HRMT 160 Training & Development course in Fall 2018. Desklib provides students access to similar solved assignments.

Running head: TRAINING EVALUATION PLAN
TRAINING EVALUATION PLAN
Name of the Student
Name of the University
Author Note

1TRAINING EVALUATION PLAN
Level 1: Reaction
The Kirkpatrick’s model focuses on measuring the degree to which the training
participants engage in the training process (Abdulghani et al., 2014). The participants of the
training will be individually asked to present their views on the training session after each
session. The question that will be asked to the individual trainees is, how much they have been
able to learn from the session and what are the essential learnings from the process. The reaction
of the trainees will also be measured through the interactive value of the trainees within the class.
Q: What have you been able to learn from this session?
Level 2: Learning
Learning will measure the degree to which the participants have been able to gain
knowledge and skills that will be required for them in their job roles. The confidence,
commitment and attitudes of the participants need to be measured as per the model. The
participants will have to answer specific questions in regards to the organizational process and
the learning they have generated after a few sessions have been held.
Q: What can you say about this particular process that is used in the organization?
Level 3: Behavior
The behavioral tendencies are the attitudes of the employees towards their jobs (Bell et al.,
2017). The questions will be focused toward testing the application of learning by the trainees.
Q: Apply this given learning to any customer complaints issue that you might usually face during
your work?

2TRAINING EVALUATION PLAN
Level 4: Results
The results are focused towards measuring the overall outcomes of the training process
within the trainees. It will measure their all-round learning generated from the process.
Q: What are the key things you have been able to learn from the entire duration of the training?
Start from the first day to the last.
Barriers
The most significant barriers are in regards to the different opinions that can be provided by the
different trainees in regards to some of the weaknesses in the organizational process. As an
example it can be said that in regards to the questions concerning the application of a process,
there can be situations where many processes can be used. However, the difference in opinion of
the trainees can create a gap in the understanding of their actual process application techniques.
Moreover, there are some weak processes that the trainees may identify that the organization
might not be able to change for the better, given the current situation of the organization. Some
of the questions are important but limited in scope.

3TRAINING EVALUATION PLAN
References
Abdulghani, H. M., Shaik, S. A., Khamis, N., Al-Drees, A. A., Irshad, M., Khalil, M. S., ... &
Isnani, A. (2014). Research methodology workshops evaluation using the Kirkpatrick’s
model: translating theory into practice. Medical teacher, 36(sup1), S24-S29.
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017). 100 years of
training and development research: What we know and where we should go. Journal of
Applied Psychology, 102(3), 305.