Summative Evaluation

In Chapter 26 of Lee & Owens, the topic of evaluation is brought to light in that 'evaluation is typically what we do worst.' The book states that causes of poor management include lack of knowledge and attention. The four levels of evaluation, as identified by Donald Kirkpatrick, include (Level 1) reaction, or the participants response to the activity in the form of impressions. This can include impressions about activities that might be relevant to a job. Level 2 is knowledge, which is defined as a measure of the level of achievement of the content and skills intended. Level 3 is performance which is a measure of the change in behavior or attitude as a result of using skills gained. Level 4 is impact, measured on the business in the form of return on investment. These levels are highly interdependent, meaning that each level should be performed before the next one has begun.
If evaluation is so important, why don't more organizations use evaluation? It could be detrimental to an entire training program if the company or business doesn't do some type of follow up to see how the training has affected the employees who utilized it. Performing evaluations means that smaller details will not go overlooked, and any holes in the training process will be identified.