Kirkpatrick four evaluation levels

The degree to which participants find the training favorable, engaging and relevant to their jobs Level 2: Behavior The degree to which participants apply what they learned during training when they are back on the job Level 4: You can also visit our Resource Library to learn more about the Kirkpatrick Model.

The series was later compiled and published as an article, Techniques for Evaluating Training Programs, in a book Kirkpatrick edited, Evaluating Training Programs However it was not until his book was published, Evaluating Training Programs, that the four levels became popular.

Nowadays, his four levels remain a cornerstone in the learning industry.

Kirkpatrick's Four-Level Training Evaluation Model - caninariojana.com

The four steps of evaluation consist of: Reaction - How well did the learners like the learning process? Learning - What did they learn? Behavior - What changes in job performance resulted from the learning process? Results - What are the tangible results of the learning process in terms of reduced cost, improved quality, increased production, efficiency, etc.?

Kirkpatrick's concept is quite important as it makes an excellent planning, evaluating, and troubling-shooting tool, especially if we make some slight improvements as show below.

According to Kirkpatrick’s’ model, evaluation is a series of steps that begins with level one, and moves sequentially through the levels to level four. Each level provides valuable information to help determine the effectiveness of the overall training program. According to Kirkpatrick’s’ model, evaluation is a series of steps that begins with level one, and moves sequentially through the levels to level four. Four Levels of Learning Evaluation. Kirkpatrick's four levels are designed as a sequence of ways to evaluate training programs. Many practitioners believe that as you proceed through each of the levels, the evaluation becomes more difficult and requires more time.

Not Just for Training While some mistakenly assume the four levels are only for training processes, the model can be used for other learning processes. For example, the Human Resource Development HRD profession is concerned with not only helping to develop formal learning, such as training, but other forms, such as informal learning, development, and education Nadler, Their handbook, edited by one of the founders of HRD, Leonard Nadleruses Kirkpatrick's four levels as one of their main evaluation models.

Improving the Four Levels Because of its age and with all the new technology advances, Kirkpatrick's model is often criticized for being too old and simple.

Kirkpatrick's four Levels of Evaluation - reaction, learning,

Yet, almost five decades after its introduction, there has not been a viable option to replace it. And I believe the reason why is that because Kirkpatrick basically nailed it, but he did get a few things wrong: Motivation, Not Reaction When a learner goes through a learning process, such as an e-learning course, informal learning episode, or using a job performance aid, the learner has to make a decision as to whether he or she will pay attention to it.

If the goal or task is judged as important and doable, then the learner is normally motivated to engage in it Markus, Ruvolo, However, if the task is presented as low-relevance or there is a low probability of success, then a negative effect is generated and motivation for task engagement is low.

In addition, research on reaction evaluations generally show that it is not a valid measurement for success see the last section, Criticisms. This differs from Kirkpatrick who wrote that reaction was how well the learners liked a particular learning process.

Level 2 Evaluation – Learning

However, the less relevance the learning package is to a learner, then the more effort that has to be put into the design and presentation of the learning package. That is, if it is not relevant to the learner, then the learning process has to hook the learner through slick design, humor, games, etc.

This is not to say that design, humor, or games are unimportant; however, their use in a learning process should be to promote or aid the learning process rather than just make it fun.

The Kirkpatrick Model	Evaluating at this level is meant to gauge the level participants have developed in expertise, knowledge, or mindset. Exploration at this level is far more challenging and time-consuming compared to level one.
Level 1 Evaluation – Reaction	Many practitioners believe that as you proceed through each of the levels, the evaluation becomes more difficult and requires more time.
The Kirkpatrick Model	To this day, it is still one of the most popular models to evaluate training program. All four levels of evaluation have their own elements, significance, benefits, and challenges.

And if a learning package is built of sound purpose and design, then it should support the learners in bridging a performance gap. Hence, they should be motivated to learn—if not, something dreadfully went wrong during the planning and design processes!

If you find yourself having to hook the learners through slick design, then you probably need to reevaluate the purpose of your learning processes.

Performance, Not Behavior As Gilbert notedperformance is a better objective than behavior because performance has two aspects:According to Kirkpatrick’s’ model, evaluation is a series of steps that begins with level one, and moves sequentially through the levels to level four. Four Levels of Learning Evaluation.

Kirkpatrick's four levels are designed as a sequence of ways to evaluate training programs. Many practitioners believe that as you proceed through each of the levels, the evaluation becomes more difficult and requires more time. Donald Kirkpatrick () was a giant in the workplace learning and development field, widely known for creating the four-level model of learning evaluation.

Evidence however contradicts this creation myth and points to Raymond Katzell, a distinguished industrial-organizational psychologist, as . See all of our Kirkpatrick products, including books, videos, audio recordings and commemorative items about training evaluation and business partnership.

The Four Levels. Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in , in the US Training and Development Journal.

Four Levels of Learning Evaluation. Kirkpatrick's four levels are designed as a sequence of ways to evaluate training programs. Many practitioners believe that as you proceed through each of the levels, the evaluation becomes more difficult and requires more time.