Kirkpatrick Model of Evaluation

Kirkpatrick's evaluation model is a well-known method that is utilized for determining whether or not a training, e-learning, or training program is effective. Using this analytical instrument, learning and development experts are able to evaluate training programs based on four criteria: reaction, learning, behavior, and results.

Donald Kirkpatrick created the method in 1954 as a part of his doctoral thesis. Over the course of his career, Donald finally became a professor at the University of Wisconsin and the president of the American Association for Training and Development. It was updated in 2016 to include the so-called New World Kirkpatrick Model, which emphasizes the significance of integrating education into individuals' daily lives. Over the course of the past seven decades, it has been the instrument that has been utilized the most frequently for evaluating the effectiveness of instructional design and training programs.

Level 1: Reaction

The first component of this approach is called "reaction," and it is a method for determining whether or not the training is entertaining, helpful, and relevant to the activities that the learners are engaged in. The traditional method for determining this level is to administer a post-training survey, which is also known as a "smile sheet," in which participants are asked to rate their overall experience.

Steps to implementing Level 1: Reaction

1. Utilize online questionnaires for ease of administration and data collection.
2. Allocate dedicated time at the end of training sessions for participants to complete the survey.
3. Incorporate open-ended questions to encourage detailed feedback rather than relying solely on multiple-choice responses.
4. Pay close attention to verbal feedback during training sessions, as it can provide valuable insights into participant engagement.
5. Frame survey questions around program objectives, course materials, content relevance, and facilitator knowledge to gauge participant satisfaction effectively.
6. Use feedback from previous surveys to refine and tailor questions to better suit participants' needs and expectations.
7. Inform participants at the beginning of the training session about the survey, emphasizing the importance of honest feedback for program improvement.

Level 2: Learning

Using this model, we may use Level 2 to evaluate each participant's learning by determining whether they gained the appropriate information, abilities, attitude, self-assurance, and commitment to the program. Formal and informal approaches can be utilized during the evaluation to evaluate learning, which should be done before and after training to ensure accuracy and comprehension. Exams and interview-based evaluations are two types of assessment methods that can be used at this stage. To ensure accurate results, it is recommended that a clear scoring procedure be established prior to the examination.

Steps to implementing Level 2: Learning

1. Implement pre-training assessments to establish a baseline for participant knowledge and skills.
2. Utilize a variety of assessment formats, including exams and interviews, to evaluate learning outcomes effectively.
3. Define a clear scoring process in advance to ensure consistency and accuracy in assessment results.
4. Align assessment strategies with the specific goals and objectives of the training program.
5. Incorporate feedback from both instructors and participants to gain comprehensive insights into learning achievements.
6. Consider the use of control groups to compare learning outcomes between trained and untrained individuals.
7. Continuously monitor and adjust assessment methods to ensure they accurately measure the desired learning outcomes.

Level 3: Behavior

Level 3 evaluates if participants' learning has had a substantial influence on them and how they are using what they have learned. Considering behavioral changes allows you to judge whether the skills were understood and are practical in the workplace. Often, examining conduct indicates workplace issues. A lack of behavioral change may indicate that not only was the training ineffective, but also that the organization's current processes and cultural factors do not support the desired change. ‍

Steps to implementing Level 3: Behavior

1. Conduct evaluations of behavioral changes 3-6 months post-training to allow for meaningful assessment.
2. Utilize a combination of observations and interviews to assess real-world application of learned skills.
3. Minimize bias in observations by focusing on objective measures rather than subjective opinions.
4. Start with subtle evaluations and observations to track initial behavioral changes, then progress to more direct assessment methods.
5. Clearly define desired behavioral changes and criteria for success to guide evaluation efforts.
6. Consider the consistency and longevity of behavioral changes to determine the effectiveness of the training.
7. Integrate evaluation efforts into existing management and training practices to ensure sustained impact on behavior.

Level 4: Result

The fourth level focuses on measuring direct results. Level four connects learning to an organization's Key Performance Indicators (KPIs), which were established before the learning process began. Some common KPIs include a stronger return on investment, fewer workplace accidents, and increased sales.

Adopting the Kirkpatrick Model results in an executable measurement plan for clearly establishing objectives, monitoring outcomes, and identifying areas with significant effect. This allows organizations to examine data at each level and research the relationship between training levels in order to gain a more in-depth understanding of training outcomes, change their strategies, and adjust their course during the learning process.

‍‍Steps to implementing Level 4: Result

1. Clearly define the specific outcomes and Key Performance Indicators (KPIs) to be measured before initiating the training program.
2. Share measurement objectives with all stakeholders to ensure alignment and transparency.
3. Incorporate control groups where feasible to provide a basis for comparison when evaluating results.
4. Allow sufficient time for participants to implement newly acquired skills before conducting final evaluations.
5. Ensure observers conducting evaluations are adequately trained and understand the desired outcomes of the training program.
6. Supplement participant feedback with objective observations to obtain a comprehensive understanding of training impact.
7. Maintain a consistent focus on key business targets and conduct regular evaluations to track long-term outcomes accurately.

The best way to use the Kirkpatrick Model for evaluating L&D impact involves a strategic and systematic approach that maximizes the model's effectiveness in assessing training outcomes. Here are key steps to optimize the use of the Kirkpatrick Model:

1. Alignment with Objectives: Ensure that the training objectives are clearly defined and aligned with organizational goals. This alignment is crucial for determining the relevance and impact of the training program.
   
   
2. Multi-Level Evaluation: Implement a multi-level evaluation process that encompasses all four levels of the Kirkpatrick Model: Reaction, Learning, Behavior, and Results. Each level provides valuable insights into different aspects of training effectiveness.
   
   
3. Pre- and Post-Assessment: Conduct pre-training assessments to establish a baseline and post-training assessments to measure changes in knowledge, skills, attitudes, and behaviors. This approach allows for a comprehensive evaluation of learning outcomes.
   
   
4. Data Collection Methods: Utilize a variety of data collection methods, including surveys, interviews, observations, and performance metrics, to gather qualitative and quantitative data at each evaluation level. This diverse range of methods ensures a holistic assessment of training impact.
   
   
5. Continuous Feedback Loop: Establish a continuous feedback loop where evaluation results are used to inform program improvements and adjustments. Regularly review evaluation data to identify strengths, weaknesses, and areas for enhancement in the training program.
   
   
6. Integration into Practice: Integrate evaluation findings into organizational practices and decision-making processes. Use the insights gained from evaluation to drive strategic decisions related to resource allocation, program design, and training delivery.
   
   
7. Stakeholder Engagement: Engage key stakeholders, including participants, managers, executives, and subject matter experts, throughout the evaluation process. Solicit their input and feedback to ensure that evaluation efforts are comprehensive and aligned with organizational priorities.

By following these best practices, organizations can leverage the Kirkpatrick Model effectively to evaluate the impact of their L&D initiatives, drive continuous improvement, and achieve tangible business results.