So you’ve launched a training program, but how do you evaluate its effectiveness?
Are participants applying what they learned to their real-world tasks? Does the program meet the training goals you set from the beginning?
Evaluating the success of a training program is crucial for both corporate training and academic learning environments.
Training evaluation models, like Kirkpatrick’s Training Evaluation Model, help you measure the impact and outcomes of your learning initiatives.
Whether you’re showing the business value to decision-makers or understanding whether knowledge transfer has occurred in the classroom, evaluation is key to improving future training programs.
One of the most popular tools for determining training effectiveness is Kirkpatrick’s Training Evaluation Model.
Originally developed in the 1950s, Kirkpatrick’s model is one of the widely-used tools for assessing and evaluating training programs.
The model consists of four levels, each offering deeper insight into how well your training program performed. The data collected at each level builds on the previous one, giving you a comprehensive view of your program’s success.
Now let’s look more in-depth at each of the four levels:
What are Kirkpatrick’s Four Levels?
Level 1 – Reaction
How did participants feel about the training program? Did they like it? Dislike it? Why?
In Level 1, we measure participants’ reactions to the training.
This provides insight into how engaged they were and their overall satisfaction with the program. While positive reactions don’t necessarily mean effective learning, understanding participant feedback helps you refine future training sessions.
You can evaluate reactions using:
- Questionnaires or surveys
- Written feedback forms
- Verbal feedback discussions
Key questions to ask include:
- Did participants find the training engaging?
- Were the visuals and style effective?
- What were the most valuable lessons learned?
Capturing honest feedback at this level helps improve the program for the future. However, remember that participant satisfaction doesn’t always equate to learning effectiveness.
Level 2 – Learning
What knowledge and skills were actually learned from the training program?
In Level 2, we assess what participants learned.
Did they acquire the skills and knowledge the program was designed to teach? This level is essential for understanding whether your training met its learning objectives.
You can evaluate learning by:
- Conducting pre- and post-training assessments
- Using written exams or quizzes
- Holding interviews or instructor observations
For example, conduct a pre-test before the training to assess the participants’ current skill level, then follow up with a post-test to measure their progress. The difference between the pre- and post-test results provides data on knowledge transfer and skill acquisition.
Level 3 – Behavior (or Transfer)
Are participants applying their learned behaviors in the real world?
In Level 3, we measure whether participants are applying what they’ve learned on the job.
This level gives us insight into whether behavioral change has occurred—are participants using their new skills in day-to-day tasks?
Evaluating behavior typically happens 3-6 months after the training, allowing time for participants to incorporate what they’ve learned into their work. This level provides a clearer understanding of the program’s real-world impact.
You can evaluate behavior by:
- Conducting interviews with participants and supervisors
- Observing participants’ performance in the workplace
Key questions to ask include:
- Are participants using their new skills on the job?
- Can they teach these skills to others?
- Do participants notice a change in their behavior?
Level 4 – Results
What are the resulting benefits that the organization has experienced?
In Level 4, we measure the overall success of the training program, often focusing on business results.
This could include metrics like return on investment (ROI), employee efficiency, improved retention rates, or even reduced workplace accidents.
The goal of Level 4 is to measure how well the training aligned with the organization’s larger objectives. For instance, if the training aimed to improve sales or reduce waste, did it achieve these goals?
You can evaluate results by:
- Analyzing yearly performance data
- Gathering feedback from stakeholders
- Performing detailed data analysis
Of the four levels, Level 4 is the most challenging to measure because it requires long-term tracking and dedicated resources. However, it’s also the most impactful in showing the value of your training program.
How to Use Kirkpatrick’s Model of Evaluation
While Kirkpatrick’s model provides a solid framework, a modern approach to use the model is to go backwards (stick with me here)—starting with Level 4 and working your way back to Level 1.
For example, let’s say your business wants to reduce workplace accidents by 15%. This is your Level 4 result. Now, you need to work backward.
- Level 3: To reduce accidents, employees need to follow safety procedures.
- Level 2: Create a training program that teaches employees these safety procedures.
- Level 1: Gauge how employees react to the training to ensure it engages them and encourages participation.
By starting with your desired results, you can design more focused training programs that align with broader organizational goals. This approach keeps your program’s purpose at the forefront, making it easier to measure ROI and prove the value of the training.
Frequently Asked Questions
What is Kirkpatrick’s Training Evaluation Model?
Kirkpatrick’s Training Evaluation Model is a framework for measuring the effectiveness of training programs. It includes four levels of evaluation: reaction, learning, behavior, and results.
Why is Kirkpatrick’s model important for corporate training?
It helps organizations assess whether training programs meet their objectives, contribute to business goals, and provide a return on investment (ROI). The model also highlights areas where training can be improved.
How do I apply Kirkpatrick’s four levels in my training program?
Start by defining the results you want to achieve (Level 4) and work backward. For example, if your goal is to improve employee retention, ensure the training addresses behaviors and skills that contribute to this outcome, then evaluate how well participants learned and reacted to the program.
What are the benefits of using Kirkpatrick’s model?
Kirkpatrick’s model provides a structured way to measure training effectiveness, helping organizations improve future programs, align training with business objectives, and demonstrate training ROI to stakeholders.
About the Author:
Andrew DeBell is a learning experience strategist and content developer on the customer education team at Atlassian. Connect with him on LinkedIn for more.
