Kirkpatrick model

Kirkpatrick model

1. Participant reaction to program:

offer insights into learners’ satisfaction with course

2. How much did participants learn:

to which extent learners achieved the objectives

Kirkpatrick model

3. How much of the learning participants retain after a period of time :

6 weeks to 6 months after the course

4. The impact of the training on the bottom line of organization:

did we fill the gap ?

Level 1/ Reaction

• They are often referred to as “smiley sheets”

• They assess how much participant liked the course

• They measure the effectiveness of the program & how it can improve

What it can not measure?

• Learning or ability to apply learning on the job

• Changes in attitude or believes

• Organizational impact

• Trainer’s knowledge level

Designing level 1 evaluation form

• Categories: decide what you want to measure & create questions that address it

• Format: use a variety of response format (at least 4)

Guidelines to make evaluation form

• Keep the form brief

• Create a balance among the various types of information being collected

• Obtain participant immediate reactions

Level2/ learning

• It deals with what the participants actually learned during the training session

• It demonstrates to which extent did the participants changed attitude, improve knowledge or increase skills as a result of attending the program

Tests

• Consider the type of tests that you want to use, subjective or objective

• Consider the time needed to grade the test

• Keep them fairly simple

observation

This is where the trainer watch the participation & application of skills, tools &

techniques during the session

Level3/ purpose

• Measure lasting results from training

• Identify areas in which trainees show greatest / least improvement

Follow-up methods

• Prepare participants

• If the training is not effective... find out why

• Share follow-up with participants’manager

Other methods

• Observation: trainer or another designated observer actually observe the employee back on the job using a checklist of the desired behaviors

• Interviews: not only participants but those who are affected by or closely associated with the program participant

Level4/ Evaluation-Results

• It measures the impact of the training on the organization

• It demonstrate how did the training contributed in accomplishing organizational goals & objectives