Interesting reworking of Kirkpatrick's four levels of evaluation of workplace learning:
- motivation - do they want to learn and perform?
- learning - did they learn the skills and/or use the resources they were given?
- performance - did they transfer their skills to the workplace?
- results - is the desired impact being felt?
And you could still add the sometimes-mentioned fifth level: is there a return on investment or impact on the bottom line?
- motivation - do they want to learn and perform?
- learning - did they learn the skills and/or use the resources they were given?
- performance - did they transfer their skills to the workplace?
- results - is the desired impact being felt?
And you could still add the sometimes-mentioned fifth level: is there a return on investment or impact on the bottom line?
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