Introduction
Evaluating a training program is essential to understand its effectiveness. One of the most widely accepted models for training evaluation is Kirkpatrick’s Model. It was developed by Donald Kirkpatrick in the 1950s and is still used globally. This model provides a structured approach to evaluate the impact of training on participants and the organization. In this post, we will discuss the four levels of Kirkpatrick’s model and examine its advantages and limitations.
What is Kirkpatrick’s Training Evaluation Model?
Kirkpatrick’s model evaluates training programs in four levels. Each level builds on the previous one, helping to assess the training in a holistic manner.
Level 1: Reaction
This level measures how participants feel about the training. It includes their opinions on the trainer, content, delivery method, and environment.
- Tools used: Feedback forms, surveys, smile sheets
- Questions asked: Did you enjoy the training? Was it relevant?
Strength: Easy and quick to gather data
Limitation: Only tells how people felt, not what they learned
Level 2: Learning
This level evaluates the increase in knowledge or skills of the participants after the training.
- Tools used: Pre and post-tests, quizzes, demonstrations
- Questions asked: What did you learn? Can you apply new skills?
Strength: Measures actual learning
Limitation: May not reflect long-term retention
Level 3: Behavior
This level examines whether participants are using what they learned in their jobs or real-life situations.
- Tools used: Observation, interviews with supervisors, follow-up surveys
- Questions asked: Are new skills being applied at work?
Strength: Shows real-world application
Limitation: Difficult to measure; influenced by workplace environment
Level 4: Results
This level assesses the final outcomes of the training, such as improved productivity, sales, customer satisfaction, or employee retention.
- Tools used: Performance data, KPIs, financial reports
- Questions asked: Did training benefit the organization?
Strength: Links training to business goals
Limitation: Hard to isolate training as the only factor for success
Critical Analysis of Kirkpatrick’s Model
Advantages:
- Provides a simple and clear framework
- Widely accepted in training and HR fields
- Encourages focus on outcomes, not just training delivery
Limitations:
- Linear model: Assumes that each level must be achieved before moving to the next
- Time-consuming: Especially Level 3 and 4 which require long-term observation
- Subjectivity: Levels 1 and 3 can be affected by individual bias
- Ignores external factors: Outcomes at Level 4 may be influenced by other factors like management support, market changes, etc.
Conclusion
Kirkpatrick’s training evaluation model is a valuable tool for assessing training effectiveness across four levels: reaction, learning, behavior, and results. While it is widely used due to its simplicity and clarity, it is not without flaws. Organizations should use this model along with other evaluation techniques for a more accurate and complete analysis. Understanding its strengths and limitations helps trainers design better programs and improve return on investment in training.