Kirkpatrick Model
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The Kirkpatrick model is a framework for evaluating training programs with four levels: 1) Participant reaction, 2) Learning, 3) Behavior, and 4) Results. Level 1 measures participant satisfaction. Level 2 assesses knowledge gained immediately after training. Level 3 evaluates extent of behavior and knowledge application months later. Level 4 determines if training impacted organizational goals. The model provides tools to design evaluation forms, tests, and follow-up methods at each level to capture a program's full impact.
Kirkpatrick Model
- 2. Kirkpatrick model Participant reaction to program: offer insights into learners’ satisfaction with course How much did participants learn: to which extent learners achieved the objectives
- 3. Kirkpatrick model How much of the learning participants retain after a period of time : 6 weeks to 6 months after the course The impact of the training on the bottom line of organization: did we fill the gap ?
- 4. Level 1/ Reaction They are often referred to as “smiley sheets” They assess how much participant liked the course They measure the effectiveness of the program & how it can improve
- 5. What it can not measure? Learning or ability to apply learning on the job Changes in attitude or believes Organizational impact Trainer’s knowledge level
- 6. Designing level 1 evaluation form Categories: decide what you want to measure & create questions that address it Format: use a variety of response format (at least 4)
- 7. Guidelines to make evaluation form Keep the form brief Create a balance among the various types of information being collected Obtain participant immediate reactions
- 8. Level2/ learning It deals with what the participants actually learned during the training session It demonstrates to which extent did the participants changed attitude, improve knowledge or increase skills as a result of attending the program
- 9. Tests Consider the type of tests that you want to use, subjective or objective Consider the time needed to grade the test Keep them fairly simple
- 10. observation This is where the trainer watch the participation & application of skills, tools & techniques during the session
- 11. Level3/ purpose Measure lasting results from training Identify areas in which trainees show greatest / least improvement
- 12. Follow-up methods Prepare participants If the training is not effective... find out why Share follow-up with participants’manager
- 13. Other methods Observation: trainer or another designated observer actually observe the employee back on the job using a checklist of the desired behaviors Interviews: not only participants but those who are affected by or closely associated with the program participant
- 14. Level4/ Evaluation-Results It measures the impact of the training on the organization It demonstrate how did the training contributed in accomplishing organizational goals & objectives