Abstract
ABSTRACT Upwards of $200 billion in training investments are made annually by companies across North America. When evaluation of that training is conducted, many companies employ some feature of Kirkpatrick's multi-level training evaluation framework to assess participants' reactions, learning outcomes, and transfer of training. However, some scholars caution that assumptions about a hierarchical relationship among the evaluation levels are unfounded, which could render the training evaluation method suspect. This study field tested the multi-level hierarchy assumption in the context of an international lodging company's training intervention. Unambiguous evidence supported that the levels are positively correlated, suggesting a hierarchical relationship. Such a relationship might allow companies to improve efficiencies of future training evaluation.
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