• Journal of Agricultural Extension & Community Development
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• v.4 no.1
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• pp.305-315
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• 1997

The propose of this study was to analyze the relationships among the levels of training & development evaluation (reaction, learning, transfer). The study has been conducted on 730 trainees who attended in the basic accounting program in L training and development institution through three incidents of tracked research such as reaction survey right after the conclusion of training, learning evaluation through test, and an evaluation of the transferability after 3 months of training. Questionnaires and test papers for analyses were used after their reliability, validity, difficulty, and discrimination have been verified on a pre-test. The research has been conducted for six months from 4 March 1996 to the end of August 1996, and data have been collected through direct research and survey through mail. The collected data have been worked on at SAS program for Windows with a statistical significance level of 5%. Statistical method that had been used was Pearson's correlation coefficient. The result and conclusion acquired from this study were as follows: Between reaction and learning, learning and transfer of training, only a weak positive correlation exists and explanation or prediction variance showing hierarchical relationship was quite weak with 1%. Thus, this research not only does not strongly support Kirkpatrick(1976)'s hierarchical model of $reaction{\rightarrow}learning{\rightarrow}transfer$, but also indicates that the separate measurement on each levels of training evaluation needs to be done. On the other hand, there was a relatively strong positive correlation between reaction and transfer of training. Based on the result, the conclusion, and the restriction perceived through this study, the following suggestions were made. 1. There is a need to empirically analyze and verify the hierarchy of all levels of training evaluation including the evaluation of the fourth level (result) such as organizational productivity, organizational satisfaction, and separation rate. 2. A great deal of efforts will be needed to systematically analyze what the relationships are among the methods measuring the level of evaluation of the training and development, and to apply this result to the training field.

• Korean Journal of Adult Nursing
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• v.17 no.5
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• pp.697-708
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• 2005

Purpose: This study was to develop, implement, and evaluate an e-learning education program for improving practical knowledge and preventing nursing errors and adverse events of nurses working in the operating room (OR). Method: The e-learning program was developed and evaluated according to the following processes: 1) preparation phase 2) implementation phase 3) evaluation phase. In evaluation phase, the effectiveness was analyzed based on the Kirkpatrick's model. Results: The e-learning program consisted of OR basic nursing skills and techniques and nursing activities' manual based on the categories of nursing errors: surgical operation preparation, nursing skills and techniques, environment management, patient safety and comfort, and patient monitoring. The program was provided through on-line, http://cafe.daum.net/pnuhorn, for 4 weeks. The mean score(percent) of participants' satisfaction was $21.24{\pm}1.71$(68.2%). Their total knowledge level was significantly improved(Z=-3.00, p=.003) and specifically in the category of environment management(Z=-3.77, p<.001) and patient monitoring(Z=-2.46, p=.014). The occurrence of nursing errors or adverse events was a little decreased, but not statistically significant(Z=-3.10, p=.756). Conclusion: E-learning for nurses is one way of effective and efficient teaching-learning strategies. For better e-learning, it is important to develop the vital content of the education and objective measures for detecting nursing errors and adverse events.

• The Journal of Korean Academic Society of Nursing Education
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• v.5 no.1
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• pp.118-132
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• 1999

To improve the effectiveness and efficiency of public health personnel training, we evaluated not only how appropriate the students felt the objectives, contents, methods and multimedia used in the train ing courses, but also how much the students accomplished the objectives and applied skill and knowledge to their own works. We selected 5 courses for the study : Tuberculosis control, Radiological technique, Public health information, Immunization, Mental health management courses used by Kirkpatrick's evaluation model. Reaction evaluation was carried out in final day by questionnaire. The results showed that all of them were very satisfied with educational input and curricula, learn Ing environment. Secondly, we measured the degree of learning achievement on pre and post training by questionaire of specific behavioral objectives. The degree of learning achievement was statistically higher just after training than pre training (paired t-test, p<0.01). Thirdly, evaluation of behavioral change to job was conducted to find out how much students applied skill and knowledge to their own job in 3 months after training by questionnaire. The results of behavioral change evaluation showed that 43.5% of the students who were performing job related with the training courses in 3 months after training applied the learned skill and knowledge to their own job quite well and 37.8% of them applied relatively well, therefore total 81.4% of them applied to their own job. And effectiveness of training for the above mentioned students showed that 41.9 % of them had improved or enforced their jobs after training, 35.5% of them had had no remarkable changes, and 15.7% had newly applied the learned skill and knowledge to their jobs. For evaluating the degree of usefulness of material predistribution in two weeks before training, we compared experimental groups with control groups. The results showed that general reactions are helpful but the degree of learning achievement is no discrepancy.