The Kirkpatrick Model is the most widely-recognized and extensively-used evaluation framework for evaluating training programs globally. Using it can help you ensure your training initiatives are impactful, effective, and deliver measurable results toward organizational success.

In this comprehensive guide, you'll learn:

• The four levels of the Kirkpatrick Model and their practical applications for training evaluation

• How to use it to ensure learners gain new knowledge and achieve learning outcomes

• How to use Kirkpatrick's Model backwards to develop new training programs

• Best practices for implementation and performance metrics

What is the Kirkpatrick Model of Evaluation?

The Kirkpatrick Model is an internationally recognized evaluation framework to analyze the results of training programs and learning initiatives. It comprises four levels of evaluation: reaction, learning, behavior, and results. The model is often visualized as a pyramid, where each successive level more precisely measures training effectiveness than the level before it.

In 1959, Donald Kirkpatrick, former Professor Emeritus at the University of Wisconsin, first introduced his model in a publication. He then updated it in 1975 and 1993 with his most widely-known publication, Evaluating Training Programs. Later, the model was further developed by Donald and his son, James, and subsequently with James' wife Wendy Kayser Kirkpatrick. The theory was eventually revised to become the "New World Kirkpatrick Model," which was featured in their book, Four Levels of Training Evaluation.

What Are the Four Levels of the Kirkpatrick Evaluation Model?

The four levels of training evaluation in the Kirkpatrick Model are:

• Level 1: Reaction

• Level 2: Learning

• Level 3: Behavior

• Level 4: Results

Let's explore each level in comprehensive detail.

Level 1: Reaction

Level 1: Reaction involves documenting learners' reaction to training programs, with the goal of measuring how engaging, positive, and relevant they found the experience. Through feedback surveys and participant feedback collection, you can identify any key topics that may have been missing and make improvements for future training programs.

This level is most often assessed with post-program feedback surveys asking learners to rate their reaction to the training, but you can also evaluate Level 1: Reaction by observing body language and soliciting verbal participant feedback.

One key aspect of this training evaluation level is to keep the focus on the learner rather than the educator. Concentrating on the learner's reaction ensures the most relevant and actionable participant feedback possible. For example:

• "Were the program objectives clearly defined?" becomes "How well did you understand the learning objectives?"

• "Was the learning material relevant?" becomes "Will you be able to apply your learning immediately?"

• "Did the trainer show solid understanding of the material?" becomes "Was your learning strengthened by the knowledge of the trainer?"

Level 2: Learning

In Level 2: Learning, it's time to measure what participants learned – or didn't learn – in training programs. Kirkpatrick's Model also adds to level two a measurement of what learners think they'll be able to do differently after the training, their confidence level to do it, and their motivation to make those changes.

To evaluate whether participants gained the knowledge, skills, confidence, and motivation intended with the training, we can use pre- and post-learning assessment tools like exams, quizzes, simulations, and interview evaluations as part of comprehensive training evaluation methods.

Evaluating this level should be objective, so you'll want to determine in advance what the assessment process will be and what learning outcomes you'll be measuring. Identify the learning outcomes you want learners to achieve with your training programs, and test for those areas both before and after the program.

Level 3: Behavior

Level 3: Behavior measures changes to behavior after training programs. Were the learning outcomes understood? Did participants gain new skills? Is it possible for them to use those skills in the workplace to support organizational goals?

Note that this level of training evaluation can take time; learners may need weeks or months to build up their confidence and find opportunities to apply their new knowledge and skills, making behavior change a long-term evaluation process.

There are various training evaluation methods to measure behavior change, and the ones you choose will depend on the type of training programs. Methods could include interviews, documenting observations of participants' actions, or providing opportunities (e.g., projects) that allow learners to demonstrate successful transfer of training.

If training programs don't affect how learners behave – i.e., if participants don't apply what they learned – it doesn't necessarily mean the training was ineffective. It could be highlighting issues in the environment, culture, and processes of your organization that prevent successful transfer of training.

Level 4: Results

Finally, Level 4: Results measures the outcomes and results of training programs. This can be the most expensive and time-consuming level of training evaluation, but it's crucial to understand if the training achieved the organizational goals your organization wanted and contributed to organizational success.

The challenge is to decide which benefits or results can be closely tied to the training programs themselves and to figure out how to measure those performance metrics long-term. Examples could include:

• Increased sales or productivity results

• Improved employee retention and employee engagement

• Higher customer satisfaction ratings

• Fewer customer complaints

• Reduced waste

• Enhanced safety metrics

How Do You Use the Kirkpatrick Model?

There are two main ways to use the Kirkpatrick Model for training evaluation:

1. Sequential Approach – To evaluate and analyze training programs that have already been developed, simply work your way through the four levels in order using this evaluation framework.

2. Reverse Engineering – These days, trainers often use Kirkpatrick's Model backwards, especially when designing new training programs: they'll start by naming the results they want to achieve for organizational success and then design the training to deliver those learning outcomes. This approach ensures the development of training programs prioritizes the right organizational goals so they can achieve maximum training effectiveness.

Kirkpatrick Model: Frequently Asked Questions (FAQ)

What are the Four Levels of the Kirkpatrick Model?

The four levels of training evaluation in the Kirkpatrick Model are Level 1: Reaction, Level 2: Learning, Level 3: Behavior, and Level 4: Results.

Is the Kirkpatrick Model Effective?

The Kirkpatrick Model is generally considered an effective and reliable evaluation framework for organizations to evaluate their training programs and educational initiatives. It is especially helpful when determining ROI and other performance metrics of training effectiveness and results.

Like any evaluation framework, it does have disadvantages: for example, it can be expensive and time-consuming, and it's not as helpful with making changes to training programs while they are still ongoing.

Who Should Use the Kirkpatrick Model?

Kirkpatrick's Model can be used by any organization that offers training programs and educational initiatives. According to Kirkpatrick Partners, the model "works in all sectors, such as government, military, corporate, consulting, services, and humanitarian."

Maximizing Training Impact with Modern Technology

Even if you design the perfect training programs and the results of your Kirkpatrick Model training evaluation are 100% positive, you still need to ensure the right people actually complete the program and that you can effectively measure learning outcomes across all four levels.

Humaans provides comprehensive training management and evaluation solutions:

Our integrated platform enables organizations to:

• Training Administration: Centrally manage all training programs from enrollment through completion

• Progress Tracking: Monitor learner progress across all four Kirkpatrick Model levels in real-time

• Assessment Management: Create and deploy pre- and post-training assessment tools including quizzes and simulations to measure learning outcomes

• Behavioral Analytics: Track behavior change and skill application in the workplace

• Results Measurement: Calculate and report on training effectiveness, organizational success metrics, and performance metrics

• Automated Surveys: Deploy participant feedback surveys and collect reaction data automatically

• Compliance Monitoring: Ensure training requirements are met across your organization

• Reporting and Analytics: Generate comprehensive reports across all four levels of training evaluation

• Performance Integration: Connect training evaluation with performance reviews and organizational goals

• Customer Experience: Enhance the learning experience for all stakeholders through intuitive platform design

By centralizing training programs management and evaluation, Humaans helps organizations implement Kirkpatrick's Model effectively while ensuring employees get the learning and development opportunities they need to acquire new skills, drive behavior change, and prepare your business for organizational success.

Ready to revolutionize your training evaluation? Connect with Humaans to discover how our platform can help you implement the Kirkpatrick Model systematically, measure training effectiveness across all four levels, and demonstrate the true business value of your learning and development investments through comprehensive performance metrics and results tracking.

Transform your training programs today and create learning experiences that not only engage participants but also drive measurable behavior change, achieve learning outcomes, and deliver concrete organizational success through comprehensive training evaluation and continuous improvement.