With enterprises paying more and more attention to the evaluation of training effect, Coriolis evaluation model has become the main standard of enterprise training effect evaluation. But as Jim kirkpatrick, the son of Don kirkpatrick, said, there are many misunderstandings when enterprises use this model, the most obvious of which are as follows:
1, the function of Coriolis evaluation model can only be limited to the first two levels, namely, evaluation reaction layer and learning layer.
Because of the difficulty in implementation, most enterprises only use Koch evaluation model in the reaction layer and learning layer, and few enterprises can advance to the behavior layer and effect layer. In other words, the evaluation of the follow-up effect of training is limited.
2. Kirchner evaluation model is only effective for the evaluation of general training courses and projects.
Kirkpatrick pointed out in his original work that this four-level evaluation model aims to better evaluate the training programs of managers. Training is more based on strategy and serves to meet the development strategy of enterprises, so the evaluation of enterprise training effect also needs to be closely related to the development strategy of enterprises, and Koch's four-level evaluation model is based on this.
3. Kirkhner evaluation model has nothing to do with training teaching design, competency characteristics and performance management.
Jim kirkpatrick pointed out that by combining the four-level evaluation model with teaching design, competency characteristics and performance management, he found that connecting them can increase the application depth of the four-level evaluation model.
On this basis, strategic coordination is formed, so that the training activities in human resource management become the "business partner" in the true sense of enterprise development strategy.