Assessing training effectiveness often entails using the four-level model developed by Donald Kirkpatrick (1994). According to this model, training evaluation should always begin with reaction to the training (level one), and then, as time and budget allows, should move sequentially through learning, transfer, and results – levels two, three, and four. Information from each prior level serves as a base for the next level’s evaluation. Thus, each successive level represents a more precise measure of the effectiveness of the training program, but at the same time requires a more rigorous and time-consuming analysis.

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