This research aims to measure the impact of communication on \ntraining effectiveness using the Kirkpatrick Evaluation Model \nwhich features four levels of evaluation: Level I - reaction; Level \nII - learning; Level III - behaviour, and Level IV - results. Trainee \nreactions towards communication dimensions, measured at Level \nI, is critical to trainee evaluation because it is regarded as the \nprecondition to the next three levels of evaluation. In enhancing \nthe Kirkpatrick Evaluation Model, the researchers also investigate \nfactors that influence trainees’ learning and their confidence in \napplying what they have learnt at the work place. Additionally, \nto address the concerns raised in previous studies about the \ndifficulties in measuring Level IV – results, this study introduces \nan evaluation method that combines trainees’ and supervisors’ \nevaluation that results ina more comprehensive evaluation. \nThe data for this study was collected through the distribution \nofquestionnaires to 200 respondents at Universiti Sains Malaysia \n(USM). This research provides evidence that there is a strong \nrelationship between communication and trainees’ learning. This \nresearch also found that trainees’ confidence in applying their \nknowledge from training is an important factor in providing an \naccurate prediction of trainees’s behaviour change (i.e. application \nof knowledge in a work environment) more accurately.
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