Hamblin’s training evaluation model
Hamblin’s training evaluation model examines reactions, learning, job behaviour, organisational effects and ultimate value. These five levels ask progressively broader questions about what training achieves. Positive participant feedback does not demonstrate learning, and learning does not automatically transfer into improved job performance. Evaluation should use evidence suited to each level and consider other influences on the results, including management support and changes in working conditions.
Worked example
After a service course, trainees report satisfaction, pass a skills assessment and demonstrate improved complaint handling at work. The employer then examines changes in resolution rates and whether the benefits justify the programme’s resources, while allowing for simultaneous process changes.
Common mistake
Do not substitute Kirkpatrick’s four headings for Hamblin’s five levels or claim that improved profit proves training caused the improvement. Organisational effects and ultimate value are separate evaluation questions.
Where it appears in your exams
| Qualification | Exam | Relationship | Period |
|---|---|---|---|
| ACCA | BT | Supporting | September 2026–June 2027 |
| FIA | FBT | Supporting | September 2026–June 2027 |