| توضیحات: | The purpose of this mixed method (qualitative and quantitative) study is to explore HRD and training practitioners’ evaluation practices that demonstrate the effectiveness and value of training programs. This study described evaluation practices in the pharmaceutical industry to demonstrate HRD and training practitioners’ contribution to achieving organizational objectives. The Kirkpatrick’s model is the dominant approach for evaluating training programs (Nickols, 2005). Kirkpatrick has been the industry standard for half a century, and it has a creditable record for evaluation practices (Rossett, 2007). Davenport (2006) contended, “Many organizations rely on widely accepted
“levels” framework for training evaluations that were developed by Donald Kirkpatrick and amplified by Jack Phillips” (p. 50). The literature presented Kirkpatrick’s four levels in different variations; however, when asking HRD and training practitioners about the levels of evaluation, the response remained: Level 1 is reaction, Level 2 is knowledge, Level 3 is behavior in the workplace, and Level 4 is results (Rossett, 2007).
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