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Mar 18 2019
The Kirkpatrick Model is widely recognized as a leading method for evaluating training effectiveness. It has been implemented across many types of organizations and industries including commercial airlines, government agencies, and software and technology companies. No matter how large or small or unique your business is, the Kirkpatrick Model is a useful tool for your learning and development initiatives.
The model is comprised of four levels: Reaction, Learning, Behavior, and Results. As the diagram indicates, these four stages all work together to help you deliver a rewarding training program for your employees.
The Kirkpatrick Model offers guidance on how to measure training effectiveness at each level. One of the most common ways to implement this evaluation method is by asking questions to collect employee feedback, whether via an informal discussion or a formal training evaluation questionnaire.
To make it simple, we’ve put together a list of example questions you can use at each level to easily collect the data you need about your training program effectiveness. We’ll also go over what each level entails!
Level 1 evaluates how satisfied and engaged employees are with their training, and how relevant they feel it is to their roles. Ask your employees these questions to gauge their reaction to the training:
Level 2 measures how well participants were able to learn based on knowledge, skill, attitude, confidence, and commitment gained. This stage will involve some other evaluation methods to be the most effective (e.g., quizzes and tests). Ask these questions to understand how well your employees have learned the given material:
Level 3 looks at the practical side of training evaluation, examining how well participants can apply what they learned in training to their jobs. The New World Kirkpatrick Model states that encouragement and incentives from leadership are required for success in this stage. Use the following questions to understand your team’s behavior post-training:
Level 4 is where you examine the ROI of your training. This level looks at how well you’ve reached the goals you set out to accomplish through training. Level 4 evaluation examples are tricky because they rely on performance indicators, which will be likely unique to your team. However, here are a few ideas for capturing feedback on training results:
These example questions should give you some direction when using the Kirkpatrick Model to determine training effectiveness. There are many different tools you can use to help apply the model and ask these questions, but it’s important to collect your feedback data in a way that will inform your training decisions. Our Ebook can help you decide which techniques and tools will work best for your team! Download it for free below.
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