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Kirkpatrick model

Kirkpatrick model 1. Introduction about Donald Kirkpatrick • Kirkpatrick model also called Kirkpatrick's four-level model developed by ...

Kirkpatrick model

1. Introduction about Donald Kirkpatrick


• Kirkpatrick model also called Kirkpatrick's four-level model developed by Donald Kirkpatrick (1998).

• Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin, first published his ideas in 1959, in a series of articles in the US Training and Development Journal.

• All information of Kirkpatrick model included in Kirkpatrick's book Evaluating Training Programs (1975 and then revised 1998).

2. Components of Kirkpatrick model


Kirkpatrick's four-level model include 4 levels as follows:

a. Level 1 Evaluation – Reactions

• Reaction evaluation is how participants in a training program react to it. It measures satisfaction of participant with the training program.

• Evaluation tools can be 'happy sheets', feedback forms, verbal reaction, surveys or questionnaires.

• Advantages of reaction evaluation are quick and very easy to obtain, not expensive to gather or to analyze.

b. Level 2 Evaluation – Learning

• Learning evaluation is the measurement of the increasing in knowledge - before and after training.

• Evaluation tools can be typically assessments or tests before and after the training, interview or observation can also be used.

• Advantages of learning evaluation are relatively simple to set up; clear-cut for quantifiable skills, less easy for complex learning.

c. Level 3 Evaluation – Transfer

• This level measures the transfer that has occurred in learners' behavior due to the training program.

• Evaluation tools can be observation and interview over time are required to assess change, relevance of change, and sustainability of change.

d. Level 4 Evaluation- Results

• Results evaluation is the effect on the business or environment by the trainee.

• Measures are already in place via normal management systems and reporting.

• However, measuring at this level is difficult as it is often impossible to predict when the change in behavior will occur, and thus requires important decisions in terms of when to evaluate, how often to evaluate, and how to evaluate.

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