Kirkpatrick Model for evaluation of Trainings , used for effectiveness of trainings

1. Kirkpatrick
Model
of Training
Evaluation

2. 2
Donald
Kirkpatrick
 Developed the model in 1959
 Used to assess effectiveness of
training in business & industry
 It is considered the gold standard
for evaluating the effectiveness of
learning
 Four levels of evaluation:
Reaction, Learning ,Behavior
& Results

3. 1.Reaction
 The first level is learner-
focused. It measures if the
learners have found the
training to be relevant to their
role, engaging, and useful.
 Surveys, Questionnaires,
Interviews, Smile sheets
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4. 2.Learning
 This level focuses on whether or not the
learner has acquired the knowledge and
skills that the training program is
focused on.
 Quizzes/Tests, Interviews,
Discussions, Observations
 Pre-learning and Post-learning
assessments to identify accuracy and
comprehension
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5. 3.Behavior
 This level analyses whether
participants were truly impacted
by the learning and if they’re
applying what they learn
 Surveys, Observation,
work review, 360-degree
feedback.
 Allow enough time to
assess/evaluate the learners.
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6. 4.Results
 This level measures the success
of the training program based on
its overall impact on business.
 Key Performance
Indicators(KPIs)
 It is difficult to clearly and with
100% accuracy link a particular
training to business results
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7. 7
Behavior
Outline of the Levels

8. Beginning at the end
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 Modern trainers often use the
Kirkpatrick model backward, by first
stating the results that they want to
see, and then developing the
training that's most likely to deliver
them.
 This helps to prioritize the goals of
the training and make it more
effective.

9. Fifth level
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10. 10
Thank you!