Evaluation
at HD or WD
The Human Resource Development (HRD) aims at formulating
formal and informal training, education, and develop
ment. Both HRD and Word Drawing
(WD) were projected by Kirkpatrick Donald as to entail four levels: learning, reaction, behavior, and business results. The evaluation model is essential
when a wide range of fields are under rev
iew since it suits both small and larger organizations. Besides, when dealing with vary
ing industries or organizations
, the model fits across.
One of the
primary conditions upon which the Donalds model is suitable is where an organiza
tion
intends to establish an employee reward program. The
employees’ feedbacks are in such a case utilized in formulating reactions thus setting the pace for training. The employer can as a
result base the
reward program on both the o
utcomes and the
newly acquired skills. The learned behaviors are eventually identified forming the basi
s for
improving the results. The model might as well be considered where intensive knowledg
e is required. Such would involve evaluation of whether enough materials were employed. Based on the p
re-framed target, the evaluator determines the suitability of the
process to both the learners and the organizational goals. Th
e results would further form the basis for improved learning.
Transiti
on in working environments is irrefutable despite the rigidity blame on Donalds’ model. It
is however noted t
hat most of the
learning needs practical evaluations for technical fields. Th
e model in such cases thus acts as a suitable platform for both assessing the existent and the newly acquired skills. The
outcomes can thus be measured based on the individual performance
s affiliated to the learning process. Eventually, most of the organizations that undertake training are players in profitab
le businesses. There is thus a need to ensure that the
Rates Of Returns (ROI) are controlled. An assessment of the results thus determine
s the viability of the entire learning process.