The Kirkpatrick Model is a tool in every learning and development professional's toolkit.
When you provide training to your team, you should be aware of the effectiveness of the training. Are your employees implementing their learning effectively? Is it having a positive impact on their role and the organization as a whole? Kirkpatrick's Four-Level Training Evaluation Model may assist you with answering these questions. Training can be objectively evaluated by using it. You can assess your team members' learning and make future improvements based on their performance. But how effective is this model?
Although Kirkpatrick's model didn't describe exactly what to evaluate and how to do it, it provides an overview of how to go about it. Also, it's the standard against which other techniques are measured. This approach is generally viewed as effective by adult education practitioners. Since training courses and programs are everywhere, Kirkpatrick's evaluation framework is a great way to figure out what's working and what's not.In this article, we'll explore Kirkpatrick's model and how to apply it.
An internationally recognized method of evaluating training and learning programs is the Kirkpatrick Model. It rates formal and informal training methods according to four criteria: reaction, learning, behaviour, and results. In order to leverage and validate training investments, the Kirkpatrick Model is the standard. Since it has been used by learning and development professionals around the world for over six decades, you can trust its effectiveness. The Kirkpatrick Model is a reliable and trusted method for evaluating training and learning programs and measuring talent investments ROI. It is a must-have tool in every learning and development professional's toolkit.
Level 1: Reaction
"Reaction" measures how learners feel about the training and whether it is engaging, favourable, and relevant. A typical way to assess this level is to ask students to rate their experience after training (often referred to as a "smile sheet"). It is crucial to focus on the learner versus the trainer in Level 1 analysis. While it may feel natural for a facilitator to fixate on the training outcome, the Kirkpatrick Model encourages survey questions that focus on the learner's takeaways. This can help to identify areas of improvement and to provide a better learning experience for future learners. It's also important to provide follow-up support to ensure that the learning objectives are met and that learners are able to apply their new knowledge.
Level 2: Learning
As a result of Level 2, learners are measured on their ability to acquire the intended knowledge, skills, attitudes, confidence, and commitment to the training. Formal and informal methods can be used to evaluate learning, as well as pre- and post-learning assessments that measure accuracy and comprehension. Exams and interviews are two methods of assessment. In order to reduce inconsistencies, it is important to design a clearly defined scoring process beforehand. After the assessment is complete, the results should be analysed and used to determine the effectiveness of the training program. Learners should also be given feedback on their performance, so they can identify areas of improvement. Finally, the assessment results can be used to develop and modify the training program as needed.
Level 3: Behaviour
The Kirkpatrick Model's Level 3 determines whether participants were truly impacted by learning and whether what they learned is being applied. In assessing behavioural changes, you can determine not only whether the skills were understood, but also how logistically feasible it is to use the skills. The process of evaluating behaviour in the workplace often leads to the discovery of workplace issues. Training may not have caused behavioural change, but the organization's current processes and cultural conditions aren't conducive to learning. To ensure success, organizations must properly assess the environment and identify areas for improvement to create a culture and environment that is conducive to learning. Organizations must also ensure that training programs and processes are designed to meet the needs of their staff. Finally, organizations must provide ongoing support and feedback to ensure that the desired behaviour is maintained.
Level 4: Results
In the final level, Level 4, direct results are measured. Learning at Level Four is measured against an organization's business outcomes, which are the Key Performance Indicators that were outlined before learning was initiated. Increasing returns on investments, reducing workplace accidents, and increasing productivity and sales are common KPIs. Level 4 is the most difficult and highest level of learning measurement. It requires data from multiple sources to accurately measure the results. This data must be collected, analysed and interpreted in order to accurately measure the impact of the learning program.
Summary
With the Kirkpatrick Model, you can clearly define goals, measure results, and identify areas of notable impact. It enables organizations to better understand training results by analyzing data at each level, and as an added benefit, to readjust plans and correct course during the learning process. This structure offers a valuable form of feedback and allows organizations to build upon their successes and make improvements where needed. As a result, the Kirkpatrick Model can be a powerful tool for improving training and achieving organizational goals.In practice, however, it isn't practical in all situations, and it can be time-consuming and resource-intensive to measure training effectiveness using it.
