Abstract
The aim of this study is to develop an evaluation a model - that goes beyond the Kirkpatrick model - to evaluate a training program. Until now, the Kirkpatrick model has been the dominant tool for evaluating training. However, previous studies that utilized the Kirkpatrick model failed to provide an evaluation of the training. Instead, these studies assumed that any evaluator could evaluate trainees anytime, anywhere, although, in practice, it was found that trainees did not always utilize their knowledge. As an alternative, we propose a model, on the basis of which trainees utilize the knowledge they have acquired through training, before evaluation. To facilitate evaluation, we broke down the knowledge utilization situation into separate elements. We evaluated each element against criteria that were established on the basis of training objectives.
