Medicine (Baltimore). 2025 Jun 6;104(23):e42504. doi: 10.1097/MD.0000000000042504.
ABSTRACT
This study evaluates the effectiveness of a current training program for new nurses over a period of time, identify any existing issues in the program, and put forward recommendations to alleviate these issues, towards improving the structure and management of the training program. A total of 201 newly recruited nurses and 52 head nurses in a Grade-A tertiary hospital (Wuhan, China) were included in this longitudinal study with a 6-month duration. Using the Kirkpatrick model, we evaluated the effectiveness of the training against 4 levels of criteria: reaction, learning, behavior, and results. Cluster sampling was used to select participants, and data were analyzed using SPSS 19.0, including descriptive statistics, u tests, and 1-way analysis of variance to assess theoretical scores, operational scores, and behavioral evaluations. The reaction level responses were that the new nurses were generally satisfied with the training. The learning level responses showed that there was a significant difference in exam scores between new nurses after 3 months of training and after 6 months of training. The behavioral level responses indicated that the clinical nursing abilities and interpersonal skills of new nurses improved after 6 months of training. In the self-evaluation, new nurses gave themselves higher scores than the scores given by head nurses, and the difference between the 2 scores was statistically significant. According to the quality check data from the nursing department, the results level responses showed that the complaint rate against new nurses was 0, the accident rate was 0, and new nurses accounted for 20% of all the commendation letters. The systematic and comprehensive evaluation of new nurse training programs based on the 4 levels of the Kirkpatrick model provides valuable insights for nursing managers.
PMID:40489814 | DOI:10.1097/MD.0000000000042504
