تقويم البرامج التدريبية في عمادة خدمة المجتمع و التعليم المستمر بجامعة جازان في ضوء نموذج كيرك باتريك

Abstract EN

The study aimed to uncover the evaluation of the training programs in the Deanship of Community Service and Continuing Education at Jazan University in the light of Kirk Patrick's model (feedback, learning, behavior, results) and to highlight the differences of statistical significance between the responses of the trainees.

Years of experience towards pivotal feedback, learning.

To achieve the objectives of the study, the researcher used the descriptive approach, and designed a questionnaire applied to its members and numbered (118) trainees, and (27) heads of these trainees, and reached the following: The trainees agreed strongly to evaluate feedback on the training programs in the light of the Kirk Patrick model.

This is because: The training program is related to my work area, the contents of the training program commensurate with my functional needs, the trainer has the skill to deal with the trainees, My personal needs, and fit the capacity of the training rooms with the number of trainees.

The trainees agreed to evaluate the "learning" in the training programs in the light of the Kirk Patrick model.

The training program contributed to the addition of new knowledge, helped to add new skills, and provided the opportunity to exchange information, knowledge and experience among the trainees and helped innovation and innovation in the career area.

Trainees' principals agreed to evaluate the "behavior" in the training programs in the light of the Kirk Patrick model.

The training program helped to improve the job performance and helped in the cooperation between individuals in the work.

The participation was reflected in the applied practices of the trainees in the field of work, And contributed to improving the trend towards the profession, and contributed to the improvement and development of the personal relationship between workers.

Trainees' leaders agreed to evaluate the "results" in the training programs in the light of the Kirk Patrick model.

The training program led to the participation of the best in the field of work, as well as the continuous evaluation of work performance, The program contributed to increased work completion, and the results contributed to the development of the training program.

There were statistically significant differences between the responses of the trainees at the level of significance (0.05) towards the application of the feedback evaluation of the training programs in the light of the Kirk Patrick model, due to the qualified variable in favor of the secondary stage.

There were no statistically significant differences between the responses of the trainees at the level of significance (0.05) towards the application of the learning calendar in the training programs in the light of the Kirk Patrick model, due to the qualified variable, Training programs in the light of Kirk Patrick model, are attributed to variable years of experience.