ACCA Strategic Professional · Strategic Business Leader · Enabling success: talent management
Marlow Group's board wants to judge whether a leadership programme worked. Using Kirkpatrick's four-level model, the HR manager compares the managers' team staff turnover and productivity figures before and after the programme. Which level is being assessed?
The level assessed is results. Kirkpatrick's fourth level measures the impact of training on organisational outcomes such as staff turnover and productivity, rather than trainee satisfaction, knowledge gained or changes in individual workplace behaviour.
- AReaction
- BLearning
- CBehaviour
- DResultsCorrect
Explanation
Kirkpatrick's levels are reaction, learning, behaviour and results. Changes in turnover and productivity are organisational outcomes, so they are level 4, results. Behaviour would instead examine whether managers changed how they act at work.
Did you get it right without looking?
One question tells you little. A timed set on Enabling success: talent management shows your real accuracy, how long you take and where you lose marks.
More Enabling success: talent management questions
- Dalton Software plans to retain its senior developers, who are in short supply. The HR director proposes share options that vest only after …
- Marlowe Engineering has a strong, informal culture in which long hours and presenteeism are seen as signs of commitment. Female engineers ar…
- Zentra Logistics asks each manager to rate staff once a year using a single score from 1 to 5, and the scores directly set bonuses. Several …
- Brennet Retail wants appraisals to reflect views of an employee's line manager, peers, direct reports and customers, so that a store supervi…
- Corvane Logistics has a rule that every vacancy for a regional manager is advertised only after a manager resigns. Several recent resignatio…
- Altessa Pharma is restructuring and expects a surplus of 120 production staff in one division while another division faces a shortage of ski…