The Kirkpatrick Model of Evaluation is a well-known method of evaluating the effectiveness of training programs. In this blog, we’ll give an overview of what it is, why it’s useful and explain the 4 levels of the Kirkpatrick Model.
It’s vital for training course providers to continuously evaluate their courses through surveys and feedback, and this method gives you a structured way to gain valuable, actionable information. Keep on reading to find out more.
The Kirkpatrick Evaluation Model
What is the Kirkpatrick Model?
Is the Kirkpatrick Model effective?
What are the disadvantages of the Kirkpatrick Model?
What are the levels of the Kirkpatrick Model?
How to evaluate training using the Kirkpatrick Model
What is the Kirkpatrick Model?
The Kirkpatrick Model, sometimes known as the Kirkpatrick Theory, is a popular method of evaluating the effectiveness of a training or educational program. It can be used for all types of training methods, whatever the industry.
It is named after the person who developed it, Donald Kirkpatrick, in 1954. Don’t be fooled by its age – the theory has been updated and has stood the test of time, still used as a framework by many learning and development professionals worldwide. It is adaptable and there have been some modern updates to the model, such as the New World Kirkpatrick Model.
Is the Kirkpatrick Model effective?
You might be wondering, why is the Kirkpatrick Model so popular? According to the official Kirkpatrick website, they have “not encountered an industry or program where the model will not work.” This suggests that the model is flexible enough to apply no matter the type of training you offer.
This is certainly true, as the guidelines are broad enough to apply to many areas but specific enough to provide direct, helpful guidelines for evaluating training. It is globally recognised as one of the most effective methods of evaluating training.
It creates an actionable plan to define goals and measure KPIs, allowing training organisations to adapt accordingly. This can lead to increased customer satisfaction and training business growth.
However, this model of training evaluation is only effective if implemented well. This is why it is worth taking the time to ensure you truly understand it and think about how it will work in practice for your training business. Have a clear idea of the results that stakeholders want to achieve through evaluation before you start.
What are the disadvantages of the Kirkpatrick Model?
The model has some downfalls that may not make it the perfect solution for your training company. For example, for reliable results, the process can’t be rushed. This can delay necessary changes.
Also, it can be difficult to produce truly objective observations from the levels that rely on observations of behavioural changes, which could be affected by external factors.
Depending on the content of your learning courses, they may require a more personal or flexible approach to evaluation than the logical, data-driven approach of the Kirkpatrick Model.
What are the levels of the Kirkpatrick Model?
The four steps of the evaluation process are as follows:
- Reaction
- Learning
- Behaviour
- Results
Continue reading to find out how to measure each level of the Kirkpatrick Model.
How to evaluate training using the Kirkpatrick Model
Level 1: Reaction
This level measures how the learners found the training. There are three main parts to this level:
- Satisfaction – Did the learner enjoy undertaking the training? Did they think what they learnt was important and buy into the theory or methods?
- Engagement – How engaging was the learning experience? Did the learner get involved or did they feel bored?
- Relevance – Will learners be able to apply what they learnt in their job role?
This level is usually evaluated via a survey, given to learners soon after the training so their immediate reaction is captured before they forget about their experience. This could be via a paper happy sheet or filled out online. Our research revealed that 22% of training providers use SurveyMonkey to collect course feedback.
This information can be used to make immediate improvements to the way the training is delivered. For example, delegates might highlight that the content was hard to digest, the trainer was not approachable or the sessions felt rushed.
Example questions for level 1 of the Kirkpatrick Model
- Did the training suit your personal learning style?
- What is your main takeaway from the session?
- How helpful was the trainer?
- Did you feel the training was relevant to your role?
- Did you find the training engaging?
Read: The 27 best questions for training surveys to start asking your delegates
You could present these as open text answers (these might provide more helpful, detailed responses), or ask participants to indicate how far they agree with a statement on a scale from ‘Strongly Disagree’ to ‘Strongly Agree’ - for example, "The training was engaging."
Level 2: Learning
This is another delegate-focused level which aims to find out whether the learner has understood the training and can apply what they learnt.
This is measured via post-training tests or exams, or you might interview them.
You should consider conducting tests before they take the training too, to give a direct measurement of what their knowledge was before and how much it has (hopefully) improved afterwards.
Tips for Level 2 of the Kirkpatrick Model
For this stage of the evaluation to be truly effective, the questions need to be directly related to the content of the course. Make sure the questions can prove whether they have learnt something.
The questions also need to be written clearly and well laid out to ensure they are not misunderstood.
Level 3: Behaviour
This step is vital for finding out the true impact of the training. Level 3 looks at whether behaviours have changed following the training.
Whilst delegates might indicate good retention in level 2, their behaviour in their role will show if it’s been taken into their long-term memory and affected the way they do things. There's really no point in undertaking training if people continue doing things the same as they did before they took the training.
You can measure this with in-field inspections/observations, interviews or evaluations from the participants’ manager. It not only shows if they’ve correctly understood the training but also if the training was relevant to their workplace.
Sometimes, a lack of behavioural change observed in level 3 might not be indicative of the effectiveness of the training, but of issues within the organisation itself. The company may not have the right processes or culture to foster what they have learnt or for the desired changes to occur.
Tips for Level 3 of the Kirkpatrick Model
- Evaluations done too soon will produce unreliable data. The recommended period for observation is 3-6 months after the training.
- Use a mix of evaluation methods at this level to gain the most thorough understanding.
- Clarify what the desired change is before undertaking the evaluation.
Level 4: Results
The final level of the Kirkpatrick Model is about measuring direct results against Key Performance Indicators. It is actually important to go backwards in the Kirkpatrick Model and begin at this stage, by identifying what you want to achieve before you begin.
Having clarity on business outcomes increases efficiency, as everyone is on the same page and working towards the same goals. All of the decisions in the process of creating and improving your training courses should focus on these KPIs.
Examples of KPIs
- Fewer workplace accidents
- Higher ROI
- More sales
- Improved job satisfaction
Remember, choosing the right training outcome should not be a case of what is the easiest to measure but which will truly show whether the training was effective and worth the time and money spent by delegates and other stakeholders. Check out our article on the 10 KPIs and metrics to track for commercial training success.
Conclusion
By using the Kirkpatrick Model effectively, you can measure the impact of your training courses and use this information to improve. Plus, by having data that shows the direct impact that your training has had on business results, you have impressive proof to convince new customers why your training courses are worth the investment.
However, before you can focus on feedback, your training operations need to be in order. If you’re struggling too much with mindless admin to conduct meaningful training evaluations, you should explore training management software.
Book a demo with accessplanit today to find out more.
