Kirkpatrick Model as Evaluation Training Program for Assessor: Case Study of Government Employee

Abstract

The study analyzed the evaluation of training programs provided to prospective assessors at the Ministry of Energy and Mineral Resources. The object of study is a trainee who is projected as an assessor. The total number of participants was 23 people. Kirkpatrick's model served as the basis for evaluating the training program. The four evaluation levels analyzed include reactions, learning, behavior, and outcomes. The four stages of Kirkpatrick's model can provide a description of the training process and recommendation items to the organization. This recommendation is given for continuous improvement of training quality. Data analysis using a mix-method approach is due to the combination of primary and secondary data. The results of the study explained that the four levels in the Kirkpatrick model were adequacy in the implementation of the training program. The four models explain that all training components and processes are running well. Prospective assessors who are trained are given high expectations to remain in training at an advanced level. The evaluation level provides several recommendations including reformulation of training planning, learning related to accreditation standards, professional ethics-based behavior, and work results adjusted to excellent service accompanied by high quality. Recommendations on the results of training evaluations can be carried out to improve the quality of the program in accordance with the needs of the organization. Training should be conducted adaptively, with high flexibility, and new competencies for prospective assessors. The results of the training can make a significant contribution to the expectations of the organization.

Keywords

• competency improvement
• kirkpatrick model
• training program