Education logo

Kirkpatrick Evaluation Model

Donald Kirkpatrick's four-level training evaluation model helps trainers to measure the effectiveness of their training programs.

By Courtenee HeslopPublished 2 years ago 5 min read
Like

When it comes to evaluating training programs, there are several things to consider. The Kirkpatrick Evaluation Model helps you get a clear picture of how effective your training is by measuring four levels of learning: reaction, learning, behavior and results.

Donald Kirkpatrick's four-level training evaluation model helps trainers to measure the effectiveness of their training programs.

Donald Kirkpatrick's four-level training evaluation model helps trainers to measure the effectiveness of their training programs.

Kirkpatrick's four levels are Reaction (Participant Feedback), Learning (Participant Learning), Behaviour (Participant Behaviour), and Results (Business Outcomes).

  • Reaction - This level measures how well participants enjoyed their experience, and whether they would recommend it to others. It also includes any immediate reactions such as satisfaction or dissatisfaction with the program itself, facilities, staff/facilitators etc.
  • Learning - This level looks at what skills or knowledge participants gained from the program or course. Did it achieve its stated aims? Did this include things like objectives for learning? Were these met? Was there evidence that skills were learned such as reports/assessments/tests etc.? The outcome would be something like: "The course taught me all I needed to know about…"
  • Behaviour - This level looks at how effectively learners can use new knowledge in real life situations after completing an intervention programme such as a training programme is evaluated through behavioural changes in terms of performance or behaviour changes over time following completion of the intervention programme under evaluation by measuring objective data such as sales figures etc., interviews with customers who received services from these employees before & after participation on these programmes; employee turnover rates among those who participated in these programmes may also serve as useful indicators here

Reaction - This is also known as the reaction level and measures the trainees' perception of the training program.

The reaction level measures the trainees' perception of the training program. It is also known as a satisfaction or attitude level and is measured by asking the trainees to rate their overall reactions to various aspects of the training program.

This is an important measurement because people are more likely to buy products and services when they feel good about them. Measurement here can help you identify problem areas in your product or service so that you can improve it before it goes out into the market.

Learning - This level measures whether the trainees have actually learned what was presented to them during training.

Learning is the result of a training program. Learning can be defined as the ability to perform a task or function and is measured by the trainee's ability to demonstrate that learning on the job.

Learning has been described as:

  • The process of acquiring knowledge or skills and retaining them for use in later life.
  • The acquisition of skills through experience, education and study; these skills may pertain to specific tasks or circumstances or may be more general in nature (as in knowledge about a field).

Behavior - Does the training work? This level measures changes in behaviour after sustaining learning.

The behavior level of Kirkpatrick's model measures changes in behaviour after sustaining learning. It also measures whether the training has a lasting effect on the individual.

To measure these aspects, you can use simple surveys or observations that ask participants questions about their knowledge and skill levels, as well as whether they have noticed any changes since taking part in your training.

Results - The final step evaluates results and outcomes of a program, based on its impact on business performance.

You should be able to measure the results of your training by looking at all of these areas:

  • Business performance. Your business will measure whether or not it's meeting its goals, objectives, and expectations. For example, a sales team could track how many new customers they've acquired over a period of time following a workshop on customer service skills.
  • Participants' perceptions. How well do people feel they're performing their jobs after attending your training? Do they think they're more effective at communicating with one another? Are their colleagues more willing to listen to them now that they've learned these skills? And so on…
  • Trainers' perceptions. Did you see any changes in the attendees' behavior after completing your coursework? If so, what did those changes look like for each attendee individually (e.g., did his or her communication skills improve?) as well as collectively (e.g., was there an increase in teamwork within the group)?
  • Managers' perceptions . Have managers observed any changes in employee performance since sending them through this program - or since receiving feedback from employees who completed it? Do managers feel like their teams are better equipped than before this project began?"

Response rate (from survey) : 20% is considered acceptable with 30% being highly recommended. Note that a low response rate makes your results less reliable and credible.

You will have to determine what is acceptable and what is highly recommended. 20% is considered acceptable with 30% being highly recommended. Note that a low response rate makes your results less reliable and credible.

The more responses you get, the more reliable your results will be. The same goes for credibility, usefulness, etc., but these words are not as important to people as they are when it comes to numbers (although they can still be used).

As well as the utilization of surveys for evaluation, there are other means for determining ROI including conducting interviews of participants, observing behaviours and measuring performance.

As well as the utilization of surveys for evaluation, there are other means for determining ROI including conducting interviews of participants, observing behaviours and measuring performance. The survey is the most efficient method for gathering information from a large number of people. It can be used to measure both qualitative and quantitative data. Examples include:

  • How satisfied are you overall with the program?
  • On a scale of 1–10, how likely would you recommend this program to others?

Survey tools make evaluation much easier!

Survey tools make evaluation much easier. Surveys are easy to use and can be used to evaluate any type of training program. You can use surveys at any level of the Kirkpatrick model, from informal feedback during your presentations, through formal evaluations by participants after they complete the program. Surveys are a great way to get feedback from participants about your programs as well as how well it meets their needs.

Conclusion

As you can see, there are many different ways to conduct a Kirkpatrick evaluation. The important part is to be consistent and thorough in your approach so that you get accurate results. It's also important to keep in mind the various limitations of each method before choosing one over another : for example, surveys may have low response rates but they are convenient and inexpensive while interviews provide more depth into how participants feel about training programs

how to
Like

About the Creator

Courtenee Heslop

Reader insights

Be the first to share your insights about this piece.

How does it work?

Add your insights

Comments (1)

Sign in to comment
  • Trensi Yuna10 months ago

    This evaluation model is so effective. It can rate exactly. So, I believe it so much. https://geometrydash-scratch.com is quite same it.

Find us on social media

Miscellaneous links

  • Explore
  • Contact
  • Privacy Policy
  • Terms of Use
  • Support

© 2024 Creatd, Inc. All Rights Reserved.