ABSTRACT
This chapter discusses the reasons and various methods to measure the value of the new employee orientation programme. The reasons to evaluate the new employee orientation programme are: to determine whether the training achieved its objective; to assess the value of the orientation programme; and to identify programme areas that need improvement. The most widely known model for evaluating training programmes was introduced by Donald Kirkpatrick in 1959. It is regarded as a classic by training practitioners. Although all four levels of the model (reaction, learning, behaviour, results) are important, one may choose not to evaluate at all four levels. Level 1 deals with participant reaction, that is, ‘customer’ satisfaction; level 2 evaluation deals with learnin; level 3 deals with the behaviour of participants; and level 4 evaluation assesses the effect of the training on the organization.
