Hello, I have a team assignment due in just a few short hour…

Hello, I have a team assignment due in just a few short hours, by 5p.m (CST).  However, it is only a summary of 200 words.  I am having time issues and cannot complete it.  If someone could please help me out with this.  Thanks in advance.  Must be plagarism free and references included.  My portion of the assignment is: •Which training evaluation methods would you recommend to assess the success of this program?

Title: Training Evaluation Methods to Assess the Success of a Program


Training evaluation is a crucial step in assessing the effectiveness of a training program. It helps determine whether the program has met its objectives and delivered the desired results. When considering which training evaluation methods to recommend for assessing the success of a program, several factors need to be considered, including the program’s objectives, the available resources, and the stakeholders’ expectations. This summary will explore and recommend three training evaluation methods suitable for assessing the success of the program.

1. Kirkpatrick’s Four-Level Model

Kirkpatrick’s Four-Level Model is one of the most widely used and respected evaluation models in the field of training and development. This model provides a comprehensive framework for evaluating training programs at four different levels: reaction, learning, behavior, and results.

At the first level, reaction, feedback is collected from the trainees to assess their satisfaction with the program, the perceived relevance of the content, and the quality of the delivery. This feedback can be collected through surveys, interviews, or focus groups.

The second level, learning, focuses on measuring the extent to which the trainees have gained new knowledge, skills, or attitudes as a result of the training program. This can be assessed through pre and post-training assessments, skills tests, or simulation exercises.

The third level, behavior, examines the transfer of learning from the training environment to the workplace. This can be evaluated by observing trainees’ on-the-job performance, conducting performance evaluations, or collecting self-report data. This level provides insight into whether the learned skills are being applied effectively in real-world scenarios.

Finally, the fourth level, results, assesses the overall impact of the training program on the organization’s goals and objectives. This can include measures such as increased productivity, improved customer satisfaction, or cost savings. Collecting data for this level might involve analyzing organizational records, conducting surveys, or using financial indicators.

Kirkpatrick’s Four-Level Model offers a comprehensive evaluation approach, allowing for a holistic assessment of the program’s success. It provides a clear structure for assessing the training program at different levels and encourages the collection of both qualitative and quantitative data.

2. Return on Investment (ROI) Analysis

Return on Investment (ROI) analysis is a method that focuses on measuring the financial impact of the training program. This evaluation approach calculates the return on the investment made in training by comparing the program’s benefits to its costs.

To conduct an ROI analysis, data on the program’s costs, such as training materials, instructor fees, and equipment, need to be collected. Simultaneously, data on the benefits derived from the training program, such as increased revenue, reduced turnover, or improved efficiency, need to be measured. By comparing the program’s costs to the benefits, ROI can be calculated, providing a quantitative measure of the program’s success.

ROI analysis is particularly useful for organizations seeking to demonstrate the value of their training programs to stakeholders or justify future investments in training. It provides a tangible measure that can be easily understood by decision-makers and facilitates the allocation of resources based on demonstrated returns.

3. Observational Techniques

Observational techniques involve the direct observation of trainees’ behavior during or after the training program. This approach allows for the collection of real-time data on trainees’ engagement, application of skills, and overall performance.

Observational techniques can include methods such as job shadowing, role-playing exercises, or workplace simulations. These techniques provide valuable insights into trainees’ performance, allowing for immediate feedback and facilitating the identification of areas for improvement. The use of observational techniques can also enhance the learning experience by providing trainees with practical, hands-on opportunities to apply their newly acquired knowledge and skills.


Assessing the success of a training program requires the use of appropriate evaluation methods. In this summary, three recommended methods have been discussed: Kirkpatrick’s Four-Level Model, ROI analysis, and observational techniques. Each method offers different advantages and provides unique insights into the effectiveness of the program. Selecting the most appropriate method should consider the program’s objectives, available resources, and the stakeholders’ expectations. By utilizing these evaluation methods, organizations can ensure that their training programs are effective, efficient, and aligned with the desired outcomes.