A critical analysis of evaluation practice: The Kirkpatrick model and the principle of beneficence

Abstract

This chapter describes Kirkpatrick's four-level training evaluation model and the reasons for its popularity in organizations. Several fundamental limitations of the model are outlined and the potential risks these limitations raise for evaluation clients and stakeholders are discussed. It is argued that these risks, plus the inability of the model to effectively address both the summative question (Was training effective?) and the formative question (How can training be modified in ways that increase its potential for effectiveness?), limits the capacity of training and HRD professionals to fulfill the core ethical duty of beneficence. © 2004 Elsevier Ltd. All rights reserved.