The Kirkpatrick Model Of Training Analysis

Introduction
In today working environment, changes are happening rapidly. Most employees are replying their emails through their phones compare to a decade ago. These improves the productivity and efficiency of an organization. Rapid change requires a skilled, knowledgeable workforce with employees who are adaptive, flexible, and focused on the future (University of California, 2015). For the employees to be competitiveness, companies would often send their staffs for training.
When management send their staffs for training, the staffs are given opportunities for to develop the knowledge, skills, abilities, behaviour and opportunities to be successful in their job and future career (University of California, 2015). As a result, it improves
In this assignment, the author will list the ways to be used to evaluate Simon’s workshop, find out what is the management’s expectation and measure how effective is Simon.

The Kirkpatrick Model of Training Evaluation
In order to accurately evaluate Simon’s training workshop, it is necessary to know what the contents that are going to be delivered are. The most popular approach of training evaluation is the Kirkpatrick’s (1976) framework of four levels of criteria (Bates.R, 2004). The four levels of criteria are the reaction, learning, behaviour, and results.

Reaction
This level best defined how well the trainees like the training. However, measuring the trainees’ reaction is equivalent to measuring their feeling. It does not measure if any learning has taken place (Kirkpatrick, 1996). A measuring reaction is important as people must like a training program in order to obtain the optimum results. The reaction can be measured through a written student survey which allows trainees to write an additional comment with their name anonymous or organise a focus group with them. The evaluation done in Simon’s workshops is believed to measure their reaction as he mentioned that the results are always
3) What reduction in turnover and wasted materials can the company get after training?
4) How much will productivity be increased, and by how much will costs be reduced?
A company’s ROI refers to the benefits it derives from training its employees relative to the costs it incurs (Bohlander & Snell, 2006). Management expects their money to be well spent. By spending money and resources on training and workshop, trainees are expected to make good use of what they have learnt on their job. With employees better equipped with the know-how, they will be able to accelerate the pace in order to achieve the organization’s goals.

Approaches to measure Simon’s effectiveness as a trainer
To maintain the formal performance management will not only link employee activities with the organization goals, but also can develop employees who are effective at their job. The management through observing the employee’s strengths and weaknesses to ensure the proper training and development taking place. How to evaluate performance is an important part of effective performance management. A comparative approach, attribute approach, results approach, and quality approach are different ways to assess performance. These approaches are needed to be evaluated against the criteria of strategic congruence, validity, reliability, acceptability and specificity (NOE, et al., 2015). The different evaluating methods have owned advantages and disadvantages