A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence
A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence
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DOI：
10.1016/j.evalprogplan.2004.04.011
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发表时间：
2004-08-01
影响因子：
1.6
通讯作者：
Bates, R
中科院分区：
文献类型：
--
作者：
Bates, R
本章描述了Kirkpatrick的四级培训评估模型及其在组织中流行的原因。概述了该模型的几个基本限制，并讨论了这些限制为评估客户和利益相关者带来的潜在风险。有人认为，这些风险，加上该模式无法有效地解决总结性问题（培训是否有效？）和形成性问题（如何修改培训以增加其潜在有效性？），限制了培训和人力资源开发专业人员履行慈善这一核心道德责任的能力。(C) 2004 Elsevier Ltd.版权所有。
This chapter describes Kirkpatrick's four-level training evaluation model and the reasons for its popularity in organizations. Several fundamental limitations of the model are outlined and the potential risks these limitations raise for evaluation clients and stakeholders are discussed. It is argued that these risks, plus the inability of the model to effectively address both the summative question (Was training effective?) and the formative question (How can training be modified in ways that increase its potential for effectiveness?), limits the capacity of training and HRD professionals to fulfill the core ethical duty of beneficence. (C) 2004 Elsevier Ltd. All rights reserved.