CUNA Complete Exam Questions & Answers.
Kirkpatrick's Model of Evaluation - CORRECT ANSWER Reaction, Learning, Behavior, Results
At all levels within the Kirkpatrick Model, you can clearly see results and measure areas of impact. This analysis gives organizations the ability to adjust the lea...
CUNA Complete Exam Questions &
Answers.
Kirkpatrick's Model of Evaluation - CORRECT ANSWER Reaction, Learning, Behavior, Results
At all levels within the Kirkpatrick Model, you can clearly see results and measure areas of impact. This
analysis gives organizations the ability to adjust the learning path when needed and to better
understand the relationship between each level of training. The end result will be a stronger, more
effective training program and better business results.
What does Kirkpatrick's Reaction measure? - CORRECT ANSWER The first part is learner focused and
measure if they found the training to be relevant to their role, engaging and useful. Did they like it?
Parts of Reaction - CORRECT ANSWER Satisfaction - happy with what was learned. Engagement - did
they get involved? Relevance- can they apply the info on the job?
Smile Sheet is used to describe this feedback for what level of Kirkpatrick's model? - CORRECT ANSWER
Reaction - asks learners to rate their experience in the training.
Reaction survey might focus on these areas - CORRECT ANSWER Program objectives, course materials,
content relevance, facilitator knowledge,
What does Kirpatrick's Learning Level measure - CORRECT ANSWER Assesses pre and post learning
assessment
Has the learner acquired the knowledge, skills, attitude, confidence, and commitment that the training
program is focused on. For accuracy in results, pre and post-learning assessments should be used.
Ways to implement Kirkpatrick's Learning level? - CORRECT ANSWER Pre and post assessments in a
variety of formats - exams, interview and assessments.
, Scoring process should be clear and predetermined to reduce inconsistencies. Control group can be
helpful.
Don't forget to include thoughts, observations, and critiques from both instructors and learners - there
is a lot of valuable content there.
Gives the true impact of the training. It measures behavioral changes after learning and shows if the
learners are taking what they learned in training and applying it as they do their job.
If a person does not change their behavior after training, it does not necessarily mean that the training
has failed. It might simply mean that existing processes and conditions within the organization need to
change before individuals can successfully bring in a new behavior.
The most effective time period for implementing this level is 3 - 6 months after the training is
completed. Any evaluations done too soon will not provide reliable data.
Use a mix of observations and interviews to assess behavioral change.
Have a clear definition of what the desired change is - exactly what skills should be put into use by the
learner? How is mastery of these skills demonstrated?
Be aware that opinion-based observations should be minimized or avoided, so as not to bias the results.
Kirkpatrick's Level 4: Results - CORRECT ANSWER Assesses results using key performance indicators
(increased sales, higher ROI, customer satisfaction, less fraud, decreased errors or staff turnover).
Observations are key here.
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