Article2012

Evaluating the Effectiveness of a Training Program Using the Four Level Kirkpatrick Model in theBanking Sector in Malaysia

Rosmah Mohamed · Arni Ariyani Sarlis Alias

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Human Resource Development and Performance Evaluation Employee Performance and Management Competency Development and Evaluation

Abstract

Employee training and development are becoming an increasingly important function of HRM as they help organizations to enhance human capital and compete in a rapidly changing business world. Millions of USDs have been spent on employee training programs and it is a challenge for the HR department to justify each USD invested. This paper aims to evaluate the effectiveness of employee training programs in the banking sector in Malaysia. Using the Kirkpatrick’s four levels of evaluation model, this paper specifically examines: (i) the reactions of the employees to the training programs; (ii) the level of employee’s learning; and (iii) the employee’s transfer of training. A sample of 36 employees who attended the Intermediate Central Banking Course was selected through the stratified sampling method. Training feedback questionnaires, pre and post tests, face-to-face interviews, learner development plan reports and behavioral surveys were used to evaluate the effectiveness of the training. The study revealed that the training conducted had resulted in evidence to three of the four levels of Kirkpatrick’s model. The reactions to the training received on average 4 of the 5-point Likert scale. Pre and post test to determine learning resulted in an average increase in knowledge of 11.4 percent. The results for employee performance revealed overall positive feedback on the face-to-face interviews and behavioral surveys conducted as well as about 68 percent indication of transfer of training to the workplace. The findings therefore, help the HR department to furnish evidence to the organization, as well as stakeholders and continue to make employee training and development a strategic management agenda. (Abstract by authors)

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2009Evaluating Training Programs : The Four Levels 2016Research methods for the behavioral sciences 2004An Integrated Model of Training Evaluation and Effectiveness 2008A review and meta-analysis of the nomological network of trainee reactions.2011The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development 2009Trainees' reactions to training: an analysis of the factors affecting overall satisfaction with training 2011An examination of the relationship between training comprehensiveness and organizational commitment: Further exploration of training perceptions and employee attitudes 2010The relationship between training and firm performance: a literature review

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