Introduction
Training is an essential part of employee development and organizational growth. However, just conducting training is not enough. It is equally important to evaluate whether the training was effective or not. One of the most popular and widely used models for evaluating training is the Kirkpatrick’s Training Evaluation Model. Developed by Donald Kirkpatrick in the 1950s, this model has four levels of evaluation. This article critically discusses each level and its relevance.
Kirkpatrick’s Four Levels of Training Evaluation
The model includes the following four levels:
1. Level 1 – Reaction
This level measures how participants felt about the training. Did they like it? Was it useful? Was the environment comfortable?
- Method: Feedback forms, surveys, or verbal responses.
- Example: A participant rates the training as 8 out of 10 in a feedback form.
Criticism: This level only tells us about the satisfaction, not whether learning actually occurred. People might enjoy a session without learning anything.
2. Level 2 – Learning
This level measures what participants have actually learned from the training. It focuses on knowledge, skills, and attitude changes.
- Method: Pre-tests and post-tests, quizzes, or practical demonstrations.
- Example: A trainer tests participants before and after a workshop on computer skills to measure improvement.
Criticism: While it shows knowledge gain, it doesn’t guarantee that the participant will apply this learning in real-life situations.
3. Level 3 – Behavior
This level evaluates whether participants are using what they learned on the job. It measures changes in behavior or performance after training.
- Method: Observations, interviews, performance reviews after a few weeks or months.
- Example: A manager observes whether the trained staff is following new safety procedures at work.
Criticism: It is difficult to measure behavior change as many factors other than training can influence behavior, such as management support or work environment.
4. Level 4 – Results
This final level measures the overall impact of the training on the organization. It looks at results like increased productivity, reduced costs, or higher customer satisfaction.
- Method: Key performance indicators (KPIs), financial reports, customer feedback.
- Example: A company notices a 10% increase in sales after a customer service training program.
Criticism: Linking training directly to business results is very difficult because many other factors can influence results.
Advantages of Kirkpatrick’s Model
- Simple and easy to understand.
- Covers all important areas: satisfaction, learning, behavior, and outcomes.
- Widely accepted and used by organizations globally.
Limitations of Kirkpatrick’s Model
- It assumes that all levels are equally important, which may not be true for all types of training.
- Does not consider the cost of evaluation at each level.
- Level 4 results are hard to measure and often take time to show.
- Focuses more on the outcome rather than the training process.
Modern Developments
Some experts suggest adding a fifth level to evaluate the Return on Investment (ROI). Others propose integrating training evaluation with organizational strategy and learning culture.
Conclusion
Kirkpatrick’s model is a valuable tool for evaluating training effectiveness. Its four levels offer a comprehensive approach to understand training impact from basic reaction to final results. However, it should be used with flexibility and in combination with other models or tools to get a full picture. A successful evaluation must consider not only what was learned, but also how it is applied and what real change it brings to the organization.