Training and development are essential components of any organization’s success. The ability to provide employees with the knowledge and skills necessary to perform their roles is critical to achieving business objectives. However, it can be challenging to measure the effectiveness of training programs. This is where the Kirkpatrick Training Model comes in.
Developed by Donald Kirkpatrick in the 1950s, the model has become one of the most widely used methods for evaluating the impact of training programs. In this article, we’ll take a deep dive into the Kirkpatrick Model and explore its history, constituents, and importance. This is a part of our comprehensive coverage of 13 Learning and Development Models. So if you are a L&D Manager or an Instructional Designer, please read on
History of the Kirkpatrick Model
Donald Kirkpatrick, an American educator, and consultant, first introduced his training evaluation model in a series of articles in the 1950s. He later expanded on the model in his 1975 book, “Evaluating Training Programs.” Kirkpatrick’s model is based on the premise that there are four levels at which training programs can be evaluated.
These levels are:
Level 1: Reaction – Measures participants’ immediate response to the training, such as their satisfaction with the training experience.
Level 2: Learning – Measures the extent to which participants have acquired the knowledge, skills, and attitudes taught in the training.
Level 3: Behavior – Measures the extent to which participants apply what they learned in the training on the job.
Level 4: Results – Measures the impact of the training on the organization’s performance, such as increased productivity or decreased costs.
The Four Stages of the Kirkpatrick Model
To understand the Kirkpatrick Model, it’s important to break down the four stages. Let’s explore each of them in detail:
The Kirkpatrick Model is based on four levels of evaluation, each with its own set of criteria and methods for measuring learning effectiveness. These four levels are:
Level 1: Reaction
The first level of the Kirkpatrick Model measures participants’ reactions to the training program. This level focuses on participants’ attitudes and opinions about the training program and how they perceive the program’s value. The evaluation methods used at this level include surveys, questionnaires, and interviews.
Level 2: Learning
The second level of the Kirkpatrick Model measures the extent to which participants have learned the material covered in the training program. This level focuses on the knowledge, skills, and attitudes that participants have gained from the training program. The evaluation methods used at this level include tests, quizzes, and assessments.
Level 3: Behavior
The third level of the Kirkpatrick Model measures the extent to which participants have changed their behavior as a result of the training program. This level focuses on the application of knowledge and skills learned in the training program to the participants’ work or personal lives. The evaluation methods used at this level include observation, self-reporting, and feedback from managers or peers.
Level 4: Results
The fourth level of the Kirkpatrick Model measures the impact of the training program on the organization as a whole. This level focuses on the tangible results that the organization has achieved as a result of the training program, such as increased productivity, improved quality, and reduced costs. The evaluation methods used at this level include performance metrics, financial data, and customer satisfaction surveys.
Implementing the Kirkpatrick Model in Your Organization
To implement the Kirkpatrick Model in your organization, follow these five steps:
Step 1: Identify the Learning Objectives
The first step in implementing the Kirkpatrick Model is to identify the learning objectives for your training program. These objectives should be specific, measurable, achievable, relevant, and time-bound (SMART)
Step 2: Develop Evaluation Methods
Once you have identified the learning objectives, the next step is to develop evaluation methods for each level of the Kirkpatrick Model. These methods should be aligned with the learning objectives and should be designed to measure the effectiveness of the training program.
Step 3: Collect Data
After you have developed your evaluation methods, the next step is to collect data from your participants. This data can be collected through surveys, tests, observations, and feedback from managers or peers.
Step 4: Analyze the Data
Once you have collected your data, the next step is to analyze it to determine the effectiveness of your training program. This analysis should be done at each level of the Kirkpatrick Model, and the results should be used to identify areas for improvement.
Step 5: Report Results
Finally, once you have analyzed your data, the last step is to report your results to stakeholders in your organization. This report should include a summary of your findings, recommendations for improvement, and an action plan for implementing those recommendations.
Why is the Kirkpatrick Model used in training?
The Kirkpatrick Model is used in training because it provides a systematic approach to evaluating the effectiveness of training programs. By breaking down the evaluation process into four stages, the model enables organizations to measure the impact of training on participants, their behavior, and the organization’s performance. The model is also flexible, allowing organizations to tailor the evaluation process to their specific needs.
Kirkpatrick Model Example
To illustrate how the Kirkpatrick Model works in practice, let’s consider an example. Suppose an organization conducts a training program to improve the customer service skills of its call center employees. The organization can use the Kirkpatrick Model to evaluate the effectiveness of the training as follows:
Levels
Level 1: Reaction – The organization can collect feedback from the participants about their satisfaction with the training program. This feedback can be collected through surveys, questionnaires, or interviews. For example, the organization may ask participants to rate the quality of the training materials or the expertise of the trainers.
Level 2: Learning – The organization can measure the extent to which participants have acquired the knowledge, skills, and attitudes taught in the training program. This can be done through pre-and post-training assessments or tests. For example, the organization may ask participants to take a knowledge test before and after the training program to measure the improvement in their understanding of customer service.
Level 3: Behavior – The organization can observe the participants on the job and collect data on their performance. This can be done through employee feedback or performance metrics. For example, the organization may ask customers to rate the quality of service they received from the call center employees before and after the training program to measure the improvement in customer satisfaction.
Level 4: Results – The organization can measure the impact of the training program on the organization’s performance. This can be done through key performance indicators (KPIs) such as customer satisfaction, call resolution rates, or sales figures. For example, the organization may compare customer satisfaction scores or sales figures before and after the training program to measure the impact of the training on the organization’s performance.
Why is Kirkpatrick Model Important?
The Kirkpatrick model is an essential tool for evaluating the effectiveness of training programs in organizations. It provides a framework for measuring the effectiveness of training programs, which is essential for ensuring that the organization is getting a return on investment for its training efforts.
The Kirkpatrick model helps organizations identify the strengths and weaknesses of their training programs, enabling them to make data-driven decisions on how to improve their training programs. It also provides a common language for discussing training effectiveness, which can improve communication and collaboration between the different stakeholders involved in the training program.
Limitations of the Kirkpatrick Model
While the Kirkpatrick Model is widely used and respected, it does have some limitations. One of the main limitations is that it is focused on measuring the effectiveness of training programs, rather than the effectiveness of the overall learning and development strategy of an organization.
Another limitation of the Kirkpatrick Model is that it can be time-consuming and expensive to implement, particularly at the higher levels of evaluation. This can be a barrier for some organizations, particularly those with limited resources.
Why is the Kirkpatrick Model Important?
The Kirkpatrick Model is important because it provides a structured approach to evaluating the effectiveness of training programs. By breaking down the evaluation process into four stages, the model enables organizations to assess the impact of training on multiple levels, including participants, behavior, and organizational performance. This information can be used to make data-driven decisions about the effectiveness of training programs and to improve future training initiatives.
Best Practices for Using the Kirkpatrick Model
To get the most out of the Kirkpatrick Model, organizations should follow these best practices:
- Align training programs with learning objectives.
- Develop evaluation methods that are aligned with learning objectives and are appropriate for each level of the Kirkpatrick Model.
- Collect data from multiple sources, including participants, managers, and peers.
- Analyze data at each level of the Kirkpatrick Model to identify areas for improvement.
- Report results to stakeholders in a clear and concise manner.
Is the Kirkpatrick Model the Best Way to Measure Learning Effectiveness?
While the Kirkpatrick model is widely used and recognized as a valuable tool for evaluating training programs, it is not the only way to measure learning effectiveness. There are several other models, such as the Phillips model and the Brinkerhoff model, which can be used to evaluate the effectiveness of training programs.
Organizations should choose the evaluation model that best suits their needs and objectives. The Kirkpatrick model is particularly effective for evaluating the effectiveness of training programs in terms of behavior change and business impact. However, other models may be more appropriate for evaluating other aspects of learning effectiveness, such as engagement or knowledge retention.
What are the Limitations of the Kirkpatrick Model?
Despite its widespread use, the Kirkpatrick model has some limitations that should be considered. One limitation is that it is a linear model, which assumes that the training program is a sequential process that moves from one level to the next. In reality, training programs can be more complex, with different levels of evaluation occurring simultaneously.
Another limitation is that the Kirkpatrick model focuses on the evaluation of the training program itself, rather than the broader context in which it operates. It does not take into account external factors, such as changes in the market or organizational culture, which may impact the effectiveness of the training program.
Finally, the Kirkpatrick model can be time-consuming and expensive to implement, particularly at the results level, which requires the use of business metrics to evaluate the training program’s effectiveness.
Yes, the Kirkpatrick Model can be adapted and used to evaluate non-training-related programs or initiatives. While the model was originally designed for evaluating training programs, the principles of the model can be applied to other types of programs or initiatives.
For example, the four levels of evaluation can be adapted to evaluate the effectiveness of an organizational change initiative:
- Level 1: Reaction – Participants’ reactions to the change initiative
- Level 2: Learning – The extent to which participants have learned about the change initiative
- Level 3: Behavior – The extent to which participants have changed their behavior as a result of the change initiative
- Level 4: Results – The impact of the change initiative on the organization
By adopting the Kirkpatrick Model to evaluate non-training-related programs or initiatives, organizations can ensure that they are using a comprehensive framework for evaluating their programs and initiatives, and can make data-driven decisions about how to improve them.
Conclusion
The Kirkpatrick model is a valuable tool for evaluating the effectiveness of training programs in organizations. It provides a framework for measuring the impact of training programs on behavior change and business outcomes. However, it is not the only way to measure learning effectiveness, and organizations should choose the evaluation model that best suits their needs and objectives.
Despite its limitations, the Kirkpatrick model remains a popular and effective tool for evaluating the effectiveness of training programs. By using the model to evaluate their training programs, organizations can make data-driven decisions on how to improve their training programs and ensure
Samrat is a Delhi-based MBA from the Indian Institute of Management. He is a Strategy, AI, and Marketing Enthusiast and passionately writes about core and emerging topics in Management studies. Reach out to his LinkedIn for a discussion or follow his Quora Page