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Understanding the Kirkpatrick Model for Training Evaluation

The Kirkpatrick Model is a well-known framework for evaluating training programs that consists of four levels: reaction, learning, behavior, and results. It measures a program's effectiveness from participants' views of the training, to the knowledge and skills learned, application of learning back on the job, and ultimate business impact. Some propose adding a fifth level of return on investment to assess broader impact.

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Tapati Sarkar
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10 views2 pages

Understanding the Kirkpatrick Model for Training Evaluation

The Kirkpatrick Model is a well-known framework for evaluating training programs that consists of four levels: reaction, learning, behavior, and results. It measures a program's effectiveness from participants' views of the training, to the knowledge and skills learned, application of learning back on the job, and ultimate business impact. Some propose adding a fifth level of return on investment to assess broader impact.

Uploaded by

Tapati Sarkar
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd

The Kirkpatrick Model is probably the best known model for analyzing and evaluating the results of

training and educational programs. It takes into account any style of training, both informal and
formal, to determine aptitude based on four levels criteria.

FOUR LEVELS OF Kirkpatrick MODEL

Reaction To degree to which participants find the training favourable, engaging and
relevant to their jobs.
Learning The degree to which the participants acquire the intended knowledge, skills,
attitude, confidence and commitment based on their participation in the training.
Bihaviour The degree to which the participants apply what they learned during training
when they are back in their daily routine.
Results The degree to which the targeted outcomes occur as a result of the accountability
package.
Many authors suggested a Fifth level, JJ Philips argued addition of

Return of Investment (ROI) – This should focus on the impact of the Trainer on external clients and
society.

Training programs can be evaluated by asking the following questions.

1. Has change occurred after training?


2. Is the change due to training?
3. Is the change positive or negative?
4. Will the change continue or improve with every training program?

Why training programs should be evaluated?

 To determine, either they are accomplishing specific training objectives that are correcting
performance deficiencies or not.
 To ensure that any changes in trainees’ capabilities are due to the training program and not
due to any other conditions.
 To determine their cost-effectiveness.

ISD
Instructional design (ID), also known as instructional systems design (ISD), is the practice of
systematically designing, developing and delivering instructional products and experiences, both
digital and physical, in a consistent and reliable fashion towards an efficient, effective, appealing,
engaging and inspiring acquisition of knowledge. The process consists broadly of determining the
state and needs of the learner, defining the end goal of instruction, and creating some
"intervention" to assist in the transition. The outcome of this instruction may be directly observable
and scientifically measured or completely hidden and assumed. There are many instructional design
models but many are based on the ADDIE model with the five phases: analysis, design, development,
implementation, and evaluation.

ADDIE is an instructional systems design (ISD) framework that many instructional designers and
training developers use to develop courses.[1] The name is an acronym for the five phases it defines
for building training and performance support tools:

 Analysis
 Design
 Development
 Implementation
 Evaluation

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