According to Kirkpatrick's hierarchical training evaluation model, what is the correct order of effectiveness evaluation?

The correct order in Kirkpatrick's hierarchical training evaluation model begins with assessing positive reactions, followed by learning the material, applying that learning to the workplace, and finally observing positive organizational outcomes. This model emphasizes evaluating training effectiveness in a systematic way.

Starting with positive reactions allows organizations to gauge the initial feelings and satisfaction of the trainees, which can influence their willingness to engage with the material. If trainees have a favorable reaction, they are more likely to absorb and learn the material effectively. Following this, measuring how well the trainees learn the material ensures that the content has been understood and retained, laying the foundation for application in real-world scenarios.

Next, the application of learning to the workplace is crucial, as it demonstrates whether learners can transfer their newly acquired knowledge and skills to practical situations. This step is vital for organizational improvement, as the ultimate goal of training is to enhance performance and efficiency.

Finally, observing positive organizational outcomes indicates that the training has had an impact on the larger goals of the organization, such as improved productivity, reduced accidents, or higher employee morale. This hierarchical model reflects the progression from individual learning experiences to broader organizational benefits, making it a structured approach to evaluating the overall effectiveness of training programs.