The Kaufman Model in Training Effectiveness Evaluation is a model developed from the 4-level model of Kirkpatrick.
1. Concept of the Kaufman Model
The 5-level effectiveness evaluation model of Kaufman was developed from Kirkpatrick’s 4-level model. The novelty in the Kaufman model is the division of Level 1 of the Kirkpatrick model into two levels: Input and Process; Levels 2 and 3 of the Kirkpatrick model are combined into one level called “Micro,” and an additional Level 5, known as the “Mega” level, is introduced.
2. Measurement Levels of the Kaufman Model
- Level 1 – Input:
At Level 1 – Input, the Kaufman evaluation model focuses on assessing the availability and quality of resources required to implement the training program.
- Level 2 – Process:
At Level 2 – Process, the Kaufman evaluation model seeks to assess whether the steps of implementing the program are supported and effective. This level emphasizes the learning experience of the participants.
- Level 3 – Micro:
At Level 3 – Micro, the Kaufman evaluation model evaluates the impact of the training program on small groups or individuals. Typically, the evaluation of training effectiveness focuses on the impact on participants, and the Kaufman model follows this approach. It assesses whether learners achieve the intended outcomes and whether they can apply the knowledge and skills gained during the training to their work.
- Level 4 – Macro:
At Level 4 – Macro, the Kaufman evaluation model examines the impact of the training program on related organizations, such as assessing the cost/benefit ratio and the improvements resulting from the program.
- Level 5 – Mega:
At Level 5 – Mega, the Kaufman evaluation model evaluates the impact of the training program on society, specifically looking at the contributions of learners to society after participating in the training program.
3. Advantages and Disadvantages of the Kaufman Model
3.1 Advantages of the Kaufman Evaluation Model:
- Compared to the Kirkpatrick evaluation model, the Kaufman model not only focuses on learners’ satisfaction but also considers the factors influencing that satisfaction.
- The Kaufman model evaluates not only the impact of the training program on learners and organizations but also the effects of the program on society as a whole.
3.2 Disadvantages of the Kaufman Evaluation Model:
- If the participants in the evaluation process do not cooperate and provide accurate information, the results of the evaluation will not accurately reflect the level of impact.
- It can be seen that Kaufman’s evaluation model adds valuable content regarding the factors that affect learners’ satisfaction and the impact of training programs on both organizations and society. This contributes to a more comprehensive view of the training program’s effectiveness in practice.
Additionally, you may find it helpful to explore other training effectiveness evaluation models such as:
- ROI Model in Training Evaluation
- Exploring the CIPP Evaluation Model
- Exploring the Kirkpatrick Evaluation Model
HRDC collected and shared this information.
Source: Research on Some Training Program Evaluation Models (Hanoi University of Law).
