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- Last Updated: Thursday, 03 March 2016 12:37
Kirkpatrick's Four levels of training evaluation Model
The four levels of Kirkpatrick's evaluation model of training essentially measures:
Reaction of student - what they thought and felt about the training usually done through evaluation forms (Happy sheets)
Learning - the resulting increase in knowledge or capability.
Behaviour - extent of behaviour and capability improvement and implementation/application
Results - the effects on the business or environment resulting from the trainee's performance.
All these measures are recommended for a full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1- 4.
| Level | Objective of Measurement | Tools or techniques | Comments |
| Level 1 : Reaction ( and planned action ) | Participant's reaction to and satisfaction with the content and delivery of training | Evaluation forms or action plans for implementing new knowledge | Subjective but has some usefulness |
| Level 2 : Learning | Skills, Knowledge or attitude changes as a result of training program | Tests via paper and pencil or computerized format. | Tests must be assessed for validity and reliability |
| Level 3 : Behavior | Changes in behavior on the job as a result of training | Performance reviews and observations | Assumptions is that if the skills are applied, results will follow. |
| Level 4 : Results - Business Impact | Impact of training on business activities and processes. | Cost Reduction, productivity increases,improved quality, reduced labor hours,decreased production/processing time,..etc. | Critical tasks are isolating the effects of training and capturing appropriate data. |
| Return on Investment (ROI) | Compares the costs of the training program with monetary results and is usually expressed as a percentage | Detailed, comprehensive data collection and analysis of costs & benefits accounting expertise helpful. Time Value of money is a factor. | The most comprehensive and objective evaluation technique, but the process can be very costly and time consuming. |
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Nige O'Shea FIMI, Professional Inspirations Ltd. UK
Jeanne Parks, Trainer & Business consultant, San Francisco, USA
Craig Hines, innov8 Performance Limited, UK
Alan Lloyd, Team Leader,EU Support to Civil Society Project
