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A number of studies on Kirkpatrick’s four-level training evaluation model have been published, since its inception in 1959, either investigating it or applying it to evaluate the training process. The purpose of this bibliometric analysis is to reconsider the model, its utility and its effectiveness in meeting the need to evaluate training activities and to explain why the model is still worth using even though other later models are available.

This study adopts a “5Ws+1H” model (why, when, who, where, what and how); however, “when” and “how” are merged in the methodology. A total of 416 articles related to Kirkpatrick’s model published between 1959 and July 2020 were retrieved using Scopus.

The Kirkpatrick model continues to be useful, appropriate and applicable in a variety of contexts. It is adaptable to many training environments and achieves high performance in evaluating training. The overview of publications on the Kirkpatrick model shows that research using the model is an active and growing area. The model is used primarily in the evaluation of medical training, followed by computer science, business and social sciences.

This paper presents a comprehensive bibliometric analysis to reconsider the model, its utility, its effectiveness in meeting the need to evaluate training activities, its importance in the field measured by the growth in studies on the model and its applications in various settings and contexts.

Due to technology advancement or transparency in system, there is a constant inflow and outflow of technology in the business for transparency and efficiency. To seize a competitive advantage, companies have emerged new technological solutions to respond to the change in the organization environment. There is a surge in the requirement of learning opportunities and effective training programs in the organization. The current study has been an effort to understand the potential of blockchain technology that can create better training evaluation.

The electronic-Delphi (e-Delphi) method has been conducted by recording the final consensus and to find a balance for implementation of blockchain technology and measuring training effectiveness. The current research is one of its new types where blockchain-enabled training effectiveness measurement (BETEM) model has been formulated using a qualitative approach.

The study has considered human resource (HR) professionals as the experts and based on their responses, the formulation of theoretical network model has been structured using e-Delphi–BETEM (e-DLH–BETEM) approach. By critically examining the experts’ responses and comments, the study formulated the four major themes and 11 subthemes for the smooth functioning of the BETEM for an organization.

The research aims to aid innovations in BETEMs model for training evaluation. The model will contribute incrementally toward the complete transformation of the training development programs of employees. The goal of BETEMs is to ensure that organizations, specifically HR personals can prepare themselves to have competitive advantage by using blockchain technology.

The application of blockchain technology in measuring the training effectiveness is an addition to existing literature as majority of existing studies have studied the use of technology for measuring training effectiveness.

The research aims to discuss technical and vocational students' long-term and complete evaluation of learning effectiveness under school-wide thematic teaching design.

This study adopted a mixed qualitative and quantitative approach to measure the learning effectiveness of thematic teaching in technical vocational schools using the Kirkpatrick model. Qualitative research conducted in-depth interviews with 32 interviewees, including students, parents, teachers, graduate alumni and the supervisors of off-campus internship units. Quantitative research conducted a questionnaire survey on vocational students. A total of 221 valid questionnaires were collected. In addition, this research conducts another quantitative survey on cooperative enterprises to compare the actual effect of the implementation of the school-wide thematic teaching students with the others, and a total of 35 valid questionnaires were collected.

The results of the research found that the effectiveness of thematic teaching method can achieve the expected goals of each level of Kirkpatrick model. The students taking thematic teaching are significantly better and fitting in the industry expects. Therefore, this research suggests the comprehensive introduction of school-wide thematic teaching to other school operators.

This research is the first study used the Kirkpatrick model to evaluate the effectiveness of school-wide thematic teaching design in hospitality education and providing a practical case for schools. This research combined qualitative and quantitative research methods to investigate the effectiveness of the teaching method through multiple perspectives. Through the feedback from supervisors of the hospitality industry, the school-wide thematic teaching design provides a good foundation for technical and vocational graduates.

This study aims to explain the evaluation of a training programme for older adults to make them facilitators of a memory training project. Older adults were trained as facilitators to respond to the need to continue training memory and promote the active role of adults in the community.

The Kirkpatrick model was used to comprehensively evaluate the training programme. The participants were 89 older adults from the city of Barcelona, with an average age of 73.1 years old. To evaluate the training programme, six instruments were administered, adapted to the four levels established in Kirkpatrick’s model.

The results obtained show that the programme to train facilitators enables older adults to become facilitators in a memory training project.

Two limitations have been identified. The first is to analyse the extent to which the participants learned from the facilitator’s memory training project. The second is the methodological improvement for future research on two issues: strengthening the validity of the instruments and incorporating a control group.

The implications for practice, presented in this article, are twofold. One is the importance of lifelong learning as a resource for remaining healthy. Another implication is the active role of older adults in the community.

This research enables older adults to become involved in responding to their own needs such as memory training. In turn, it contributes to promoting active ageing and community participation.

This paper aims to discuss innovations in the training and development practices of companies and delineate a new approach to training and development in the context of the hybrid workplace using the ADDIE and Kirkpatrick training models.

This paper discusses innovations in training and development in modern times and builds on the instructional training design approach or the ADDIE Model and the Kirkpatrick Model of training evaluation.

The paper presents new approaches to training and development in the context of the hybrid work model applying the ADDIE Model and the Kirkpatrick Model. These new approaches are both necessitated and also made possible due to the technological advancements of modern times.

With the rapid transition of companies to the hybrid model of work in recent times, several human resource management practices need to be transformed to suit the requirements of the new work model. Training and development is one function that needs to change in the hybrid work model to ensure its effectiveness. This paper analyses innovations in the training and development practices of companies and discusses new approaches while applying existing training models, the ADDIE and Kirkpatrick Models, to adapt to the changes associated with the hybrid work model.

Rooting in the literature on training and laying on Kirkpatrick model, this paper aims to explore key drivers of corporate training to identify how they can be combined into an integrated framework of learning for human capital development.

By adopting the constructivist grounded theory, this contribution analyzes the experience carried out in the last ten years by Virvelle, an Italian corporate training firm.

Results show the rise of five core categories, g1iving rise to an integrated model of Kirkpatrick. Their dynamic interplay led to a new orientation of Kirkpatrick model giving rise to a metalearning ecosystem.

Managerial implications have identified key factors on which building and implementing appropriate corporate training programmes capable of triggering co-generative processes of value creation. Particularly, the essential role of learning quality culture, digital technology and personalization are detected in integrating not only hard but furthermore soft shades of learning. Concerning theoretical implications, the emergence of key structural and systems enabling dimensions for learning, and contextual mechanisms involved in reshaping training effectiveness and achieving integrated learning outcomes are detected. The main limitation of this study lies in the need to generalize results: the conceptualized framework needs to be empirically tested.

The value of this research is built along three main points. The first is the integration among the core categories that an integrated learning system can be built on, promoting learning quality culture through positive feedback loops. The second is represented by the chance to enhance an integrated mutual knowledge development among engaged actors, thereby shaping a more holistic and multidimensional learning model. The third is related to the transversal role that digital technology plays in all phases of the training process as it integrates and enriches them.

A novel approach using artificial neural networks (ANNs) for predicting temperature profiles evaluated 27 wells in the Gulf of Mexico. Two artificial neural network models were developed that predict the temperature of the flowing fluid at any depth in flowing oil wells. Back propagation was used in training the networks. The networks were tested using measured temperature profiles from the 27 oil wells. Both neural network models successfully mapped the general temperature‐profile trends of naturally flowing oil wells. The highest accuracy was achieved with a mean absolute relative percentage error of 6.0 per cent. The accuracy of the proposed neural network models to predict the temperature profile is compared to that of existing correlations. Many correlations to predict temperature profiles of the wellbore fluid, for single‐phase or multiphase flow, in producing oil wells have been developed using theoretical principles such as energy, mass and momentum balances coupled with regression analysis. The Neural Network 2 model exhibited significantly lower mean absolute relative percentage error than other correlations. Furthermore, in order to test the accuracy of the neural network models to that of Kirkpatrick’s correlation, a mathematical model was developed for Kirkpatrick’s flowing temperature gradient chart.

Although Kirkpatrick’s four‐level evaluation system is universally renowned, virtually no organization implements it. Describes a model that would suit all organizations by mirroring Kirkpatrick’s system, z i.e. working backwards from level 4 to level 1 and then from level 1 back to level 4. Concludes by suggesting that this model should make the individual more business focused and should provide efficient and effective training throughout any organization.

This study aims to examine the features of training evaluation process in Russian manufacturing companies. On the basis of three assumptions regarding the differences in group of employees involved in training, duration and costs of a training program, the authors tried to find out the peculiarities of training evaluation tools and levels in Russian manufacturing companies.

The HR professionals from 24 Russian manufacturing companies completed the author’s online questionnaire.

The results revealed that the respondents perceived training evaluation as highly important, but their satisfaction level toward existing evaluation was low. The most significant training evaluation goal was recognized as raising the efficiency of training process and the most widely used training evaluation model was Kirkpatrick’s, with focus on the reaction level. It was confirmed that training evaluation tools used in Russian manufacturing enterprises differed among the employee groups and different levels of training evaluation depended on duration and cost of the training program.

This is the first study which focuses on current training evaluation processes and gaps in Russian manufacturing companies. The recommendations proposed by the authors could be used by an HR team to improve training evaluation depending on employee group involved in training, duration and costs of the training program.

This study aims to investigate the formative evaluations of the training programmes of a Portuguese national railway public company for an entire calendar year. The aim is to uncover alternative configurations for the design of training programmes to create better levels of evaluation. This study is based on the following research question: What are the configurations that lead to the success and or failure of trainers and trainees? Among those, are there any common designs that generate the success and or failure of both trainers and trainees?

This study used matched data from an entire calendar year to examine the trainers and trainees’ evaluations of 429 training events. This study also used a fuzzy-set qualitative comparative analysis (fsQCA) to provide configurations that generate the success or failure of trainers and trainees. This methodology offers alternative pathways to the same outcomes and thus gives managers different options to reach similar results.

The results show that there are more configurations that lead to trainers’ success (five) than to its absence (four). However, the configurations that lead to trainees’ success (three) are less than those that lead to its absence (six). The findings indicate that a single common configuration exists that leads to high evaluations.

This study does not address summative evaluations. Regarding data, the study acknowledges the use of self-evaluations for trainees, although they serve as a proxy for a learning evaluation. The generalisation of the results outside the Portuguese railway company’s context is not possible.

The proposed analysis is applicable to other settings without restrictions. Managers may replicate this study’s approach in their organisations to uncover the alternative configurations that lead to the success or failure of trainers and trainees. They may adopt the ones that lead to successful outcomes and avoid the ones that lead to undesired ones.

This study is innovative because it addresses concurrently the success or failure of trainers and trainees that is only possible by using the fsQCA method. This study opted to use this method to provide alternative pathways to extreme outcomes: the most successful or the most unsuccessful. These multiple pathways are better results compared to traditional quantitative statistical methods that only provide a single estimated solution to the presence of the dependent variable; for example, a regression analysis or structural equation modelling.