Training evaluation: Kirkpatrick's model

Correct Answer: Behavior

Kirkpatrick's Model of training evaluation consists of four levels: Reaction, Learning, Behavior, and Results. The level that examines the reinforcement of acquired skills over time within the workplace setting is the 'Behavior' level. This level assesses how trainees apply the skills and knowledge learned in the training when they are back on the job. It measures the transfer of learning to the job and the change in behavior that occurs as a result of the training. The other levels are: 'Reaction', which measures how the trainees reacted to the training; 'Learning', which assesses what the trainees have actually learned; and 'Results', which looks at the final results of the training, such as increased production, improved quality, or financial return on investment. In this context, 'Behavior' is the correct answer as it specifically relates to how trainees use what they learned in the real-world work setting.

Correct Answer: Behavior demonstration

Kirkpatrick's Model consists of four levels of evaluation for training programs. The correct answer is 'Behavior demonstration,' which correlates with the third level of Kirkpatrick's Model: Behavior. This level assesses how well participants apply what they've learned in training to their behavior, such as through simulated exercises or on-the-job activities. The other answers represent different aspects of the model: 'Reaction assessment' corresponds to Level 1, which is the immediate reaction of the participants to the training. 'Learning comprehension' is akin to Level 2, which measures what the participants have actually learned or comprehended from the training. 'Operational application' is not a term directly associated with Kirkpatrick's Model and does not specifically correspond to any of the four levels, which are Reaction, Learning, Behavior, and Results.

Correct Answer: Level 3: Behavior

According to Kirkpatrick's Model of training evaluation, Level 3: Behavior is the correct answer because it specifically addresses the extent to which participants change their behavior due to the training when they return to their jobs. This level involves assessing whether the skills, knowledge, or attitudes learned in training are actually applied in the workplace, and if there is a tangible change in the behavior and performance of the trainees. Level 2: Learning measures the increase in knowledge or capability that follows the training session, but it does not measure whether this learning is translated into changes in the workplace. Level 4: Results looks at the overall outcomes that can be linked to the training, such as higher productivity or increased sales, but it is not specifically about the trainee's performance improvement. Level 5: Return on Investment involves a financial metric which calculates the monetary return on the training, not the performance improvement of individual trainees.