What are the merits associated with the Kirkpatrick model?

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Answer questions 1, 2, or 3 (ANSWER 1 OF THEM IN HALF A PAGE) THEN respond to 2 of the comments with a few sentences.
1. Kirkpatrick’s Four Levels typology continues to be the most commonly used evaluation model. Why is this the case?
2. What are the merits associated with the Kirkpatrick model?
3. How does the Adaptability chapter (Innate Abilities book) relate to overcoming resistance to change at work? Also, how will you or have you used your adaptability to deal with a difficult co-worker?
Comment 1:
Today I will answer question nº1: Kirkpatrick’s Four Levels typology continues to be the most commonly used evaluation model. Why is this the case?
The Kirkpatrick Model is probably the best known model for “analyzing and evaluating the results of training and educational programs. It takes into account any style of training, both informal or formal, to determine aptitude based on four levels criteria”.
It is essential to demonstrate in an objective and data-driven way the importance of training processes as a driver of change and improvement in companies, even more so in an increasingly competitive environment of organizations with accelerated learning and change abilities. Besides, nowadays the three most commonly used approaches to evaluate training processes are: Kirkpatrick’s taxonomy, The Phillips ROI model and The CIPP model.
The Kirkpatrick Assessment Model helps companies in different ways. It offers a number of advantages that make it an attractive option for trainers and other business leaders. Besides, it provides clear assessment steps to follow, it works with traditional and digital learning programs and provides HR and business managers with valuable insight into their overall training programs and their impact on business results. In addition, its simple approach is very flexible and adaptable across industries and applications, making it easy for trainers to apply the model.
However, there are limitations and disadvantages. The system can be time-consuming and requires a costly investment to perform all the pre-testing, post-testing and learning outcome analysis. Despite its age and various limitations, the Kirkpatrick Evaluation Model remains one of the most common training evaluation methods today.
Nevertheless, I believe that this model also works extremely well because of its purpose, according to his author: “I believe the real key for the future is to collaborate with managers, so that they can tell us what are their goals, expectations and what the success they are looking for in training would look like in concrete terms”.
Comment 2:
Hello everyone. Today I will be writing my post in response to question #3: How does the adaptability chapter (Innate Abilities book) relate to overcoming resistance to change at work? Also, how will you or have you used your adaptability to deal with a difficult co-worker?
To begin, the Innate Abilities textbook explains that adaptability is the ability to remain flexible and patient in the face of constantly changing needs, to influence events and to execute the required actions to complete cases. It is also the ability to modify behavior to accommodate needs and feelings of others. With this in mind, we are able to better understand how this chapter relates to overcoming resistance to change at work, and the ways in which adaptability plays a role in the process.
One crucial step in overcoming resistance to change is the development of soft skills. Our book explains that soft skills are those relational skills which allow us to excel in relationships with others. The more individuals we interact with in the workplace (whether it be customers, coworkers, or upper management), the more vital it is for us prioritize growth in this area. This is because each person is different, so we must know how to treat and interact with everyone. The style of teaching, correcting, or simply communicating that works for some may not work for others, so being flexible in changing how we engage with each person certainly goes a long way in overcoming resistance to change within the workplace.
Personally, I have been able to use my adaptability skills when dealing with a co-worker of mine who is more controlling than most of the other employees I work with. Often times, this individual exhibits poor communication skills, speaks over others, and becomes upset when things aren’t done his way. To mitigate any tension or division between this individual and the rest of our team, I took it upon myself to share how these actions negatively affected us as a whole and asked what, if anything, he felt needed to change. While it would’ve been easier to stay silent and try to pick up the slack for this individual, I realized that a different approach was necessary to adapt to the situation at hand.

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