Kirkpatrick Model: The Keys to a Successful Training Program

The Kirkpatrick Model is a four-quadrant framework for evaluating the effect of training programs. Professor Donald Kirkpatrick first published this model in 1959 and updated it in 1993. Learning and development professionals, particularly instructional designers and trainers, use this framework to measure the training program’s impact to the employees and the company in general.

The first quadrant, known as Reaction, measures how well the trainees responded to the training. The second quadrant, on the other hand, is known as the Learning quadrant. This measures how much knowledge and skill trainees gained from the program. The third quadrant, Behavior, measures how well trainees apply what they learned in the training their day-to-day tasks. Finally, results are measured in the fourth quadrant by measuring changes in the employees’ performance and its overall effect to the company goals.

Level 1- Reaction/interest in training offered

In designing and conducting training programs, instructional designers and trainers must take into consideration the benefits of the program to its target participants. Through conducting post-training surveys, trainers can determine the impact of the training on this level. Alternatively, trainers can assess the impact of the course by observing the trainees based on their responses and body language during the session.

Questions to ask:

1. Do you find this training beneficial for you in performing your day-to-day tasks?
2. Are the concepts and skills easy to understand and practice?

Level 2- Learning about the content or new skills learned

The next level in the Kirkpatrick Model is the Learning Level. This primarily focuses on the concepts and skills the training participants have learned and have yet to learn. In measuring the level of learning, trainers may conduct pre and post-training assessments such as quizzes or practical exams. Through conducting these assessments, trainers will be able to gauge the challenges encountered by the participants and if there is a need for interventions. Additionally, assessments also serve as a guide for instructional designers in evaluating and revising the program.

Questions to ask:

1. Did you encounter any challenges that may have hindered your learning during the session?
2. Are there topics or skills you wish to know more about?

Level 3- Application of learning in real life settings

One of the goals of a training program is to create a positive impact on the training participants. This may be in terms of higher productivity in the workplace, application of new skills, or use of new tools. Level 3 of the Kirkpatrick Model aims to measure the impact of the training in terms of its influence on the trainee’s behavior.

Questions to ask:

1. Were there any noticeable changes in terms of the trainees’ performance after taking the course?
2. To what extent did the trainees apply the new knowledge and skills in the workplace?

Level 4- Results achieved through the use of what was learned

The last level in the Kirkpatrick Model focuses on the overall impact of the training programs on the organization as a whole. This includes higher customer satisfaction, lower employee turnover, or even higher sales. For instance, trainers can measure the impact of the training conducted by comparing the employee performance against the Key Performance Indicators (KPIs) of the company before and after they have attended the training.

Questions to ask:

1. To what extent has the training helped the teams reach the company goals?
2. Did the training address the knowledge or skills gaps of the employees?

These are the four levels in the Kirkpatrick Model that you can use in measuring the effectiveness of your company’s training programs. This is a great tool to provide the company stakeholders an organized and comprehensive evaluation of the training programs. Additionally, this model also help companies identify how these programs can be further improved for the benefit of the both the company and its employees.

FAQs about the Kirkpatrick Model

What is the Kirkpatrick Model?

The Kirkpatrick Model is a framework for evaluating the effectiveness of training programs. Developed by Professor Donald Kirkpatrick in 1959 and updated in 1993, this model consists of four levels: Reaction, Learning, Behavior, and Results. Learning and development professionals use this to assess the impact of training on employees and organizations.

How is the Kirkpatrick Model used?

The Kirkpatrick Model is used to measure the impact of training programs at four levels:

• Reaction: Assessing participants’ response to the training.
• Learning: Evaluating the knowledge and skills acquired during training.
• Behavior: Observing how participants apply what they learned in their day-to-day tasks.
• Results: Measuring the overall impact of training on employee performance and organizational goals.

What are the benefits of using the Kirkpatrick Model?

The Kirkpatrick Model provides a structured approach to evaluating training programs, allowing organizations to:

• Determine the effectiveness of training initiatives;
• Identify areas for improvement in training design and delivery;
• Align training outcomes with organizational objectives; and
• Demonstrate the return on investment (ROI) of training efforts.

How can each level of the Kirkpatrick Model be assessed?

Each level of the Kirkpatrick Model can be assessed through various methods, including:

• Reaction: Post-training surveys, participant feedback, and observation.
• Learning: Pre and post-training assessments, quizzes, and practical exams.
• Behavior: Observation of on-the-job performance, supervisor feedback, and self-assessment.
• Results: Comparison of performance metrics against pre-established Key Performance Indicators (KPIs), analysis of organizational outcomes, and stakeholder feedback.

Summary: Maximizing Training Effectiveness with the Kirkpatrick Model

In conclusion, the Kirkpatrick Model offers a comprehensive framework for evaluating the impact of training programs on employees and organizations. Consequently, by systematically assessing training outcomes at four distinct levels, organizations can gain valuable insights into the effectiveness of their training initiatives and make informed decisions to enhance learning outcomes and achieve organizational goals. From measuring participants’ reactions to assessing learning outcomes, observing behavioral changes, and analyzing organizational results, the Kirkpatrick Model provides a structured approach to evaluating training effectiveness and driving continuous improvement in training practices. By leveraging this model, organizations can ensure that their training efforts are aligned with strategic objectives and contribute to the overall success of the organization.