| dc.description.abstract | This research addressed the limitations of post-training evaluation practices in
management development programs at PT Garuda Maintenance Facility (GMF)
Aero Asia Tbk, an aviation Maintenance, Repair, and Overhaul organization
operating in a safety-critical environment. Despite substantial investment in
leadership development, evaluation practices were limited to Level 1 reaction
measures, focusing primarily on participant satisfaction. The research aimed to
analyze existing evaluation practices, identify gaps based on the Kirkpatrick-
Phillips model, and develop a comprehensive post-training evaluation framework
tailored to the MRO context. The research employed a qualitative descriptive-
analytical approach within a design and development research paradigm. Primary
data were obtained from training evaluation documents, training syllabi and
materials, and participatory observation during the internship period. Thematic
analysis served as the primary analytical technique, complemented by content
analysis and descriptive quantitative analysis as supporting data. Findings indicated
a systematic absence of learning measurement, behavior tracking, results linkage,
and return on investment calculation. The research proposed an integrated
evaluation framework encompassing all five Kirkpatrick-Phillips levels, including
enhanced reaction surveys, pre-test and post-tests, 360-degree behavior assessment,
results tracking templates, and ROI calculation guidelines, contextualized within
the aviation MRO industry and Indonesian BUMN governance setting. It is
concluded that systematic multi-level evaluation was essential to ensure
accountability, learning transfer, and measurable organizational impact in
leadership development programs within safety-critical industries. | en_US |
