Learn Evaluation in HRM subject in an Easy Way-1


Evaluation of system:

  • Evaluation of training system is done through the following approaches:

  • Kirkpatrick four level approach:

  • It is developed by Kirkpatrick.

  • It contains of four levels of evaluation.

  • This conceptual frame work assist in determining the types of data to be collected.

  • First level: Reaction: Reaction is defined here as what the participants thought of the program including the material, instructors, facilities, methodology, content etc.

  • Second level: Learning: Measuring the extent to which principles, facts, techniques and skills have been acquired.

  • Third level: Behavior: Behavioral change is measured to determine the extent to which skills and knowledge learned in the program have been translated into improved behavior on the job.

  • Fourth level: Result: Checking of whether the change in behavior positively effect the organization

CIRO approach: Another four level approach  developed by War, Bird, Racham is rather a unique way  to classify evaluation processes.

  • First level : Context evaluation: Involves collecting information about the performance deficiency , assessing the information to establish training needs and on the basis  of  those  finding, setting the objectives  at three

  • Second level: Input evaluation:  It involves obtaining and using information about possible training resources to choose between alternative inputs to training. Thos type of evaluation involves analyzing the resources available and determining how they can be deployed so that there is a maximum chance of achieving desired objectives.

  • Third level: Reaction evaluation: It involves obtaining and using information about participants reaction to improve,

  • Fourth level: Outcome evaluation: It involves obtaining and using the information about the results (or) outcomes of  training and is usually regarded as the most important part of evaluation.

Cost benefit  analysis:  It involves determination of costs and benefits of training  and making comparison between  the two. It seeks answers to questions like:

  1. What should be  the optimum size of the training department?

  2. What is he total of training to the organization?

  3. How many training days (or) trainees can the organization afford?

  4. What is the cost of training in relation to production cost?

  5. What is the worth of trainer where could he be placed in the organizational hierarchy?

Hi Friends! I prepared the above notes during my MBA, I hope it would be useful to you.


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