The Kirkpatrick Model of Training Evaluation

Summary

The video script introduces the Kirkpatrick model, a foundational framework for evaluating training programs, developed in the 1950s. It outlines four levels of evaluation: reaction, learning, behavior, and results, each increasing in difficulty but offering more value. The script emphasizes the importance of planning with business outcomes in mind and suggests an iterative approach to training program design. It also recommends the book 'Kirkpatrick's Four Levels of Training Evaluation' for deeper insights and provides resources for aspiring instructional designers.

Takeaways

• 📚 The Kirkpatrick model is a widely recognized framework for evaluating training programs, developed in the 1950s by Donald Kirkpatrick.
• 🔍 The model consists of four levels of evaluation: reaction, learning, behavior, and results, with each level representing increasing difficulty and value in evaluation.
• 📊 Level one, reaction, focuses on overall satisfaction and engagement, commonly measured through surveys, interviews, and focus groups.
• 🧠 Level two, learning, assesses the acquisition of new knowledge, skills, or attitudes, often through quizzes, tests, interviews, and observations.
• 🏢 Level three, behavior, examines whether the taught knowledge and skills are being applied differently in the workplace, with observation and performance reviews being key methods.
• 💼 Level four, results, evaluates the impact of the training on business outcomes, such as customer satisfaction, sales, and employee retention rates.
• 🛠 The planning phase of a training program should begin with defining the desired business results (level four) and work backwards to plan the intervention.
• 🤔 Important planning questions include identifying the desired business outcomes, determining what behaviors need to change to achieve those outcomes, and what knowledge and skills are required.
• 🔄 The evaluation process is iterative, allowing for adjustments and recalibrations based on ongoing data collection and analysis.
• 📘 For a deeper understanding, 'Kirkpatrick's Four Levels of Training Evaluation' by James and Wendy Kirkpatrick is recommended reading.
• 📈 The ultimate goal of using the Kirkpatrick model is to determine the effectiveness and return on investment of training programs in relation to business success.
• 💬 The script encourages viewers to engage with the content by asking questions and provides additional resources for those interested in instructional design.

Q & A

What is the Kirkpatrick model of evaluation?

The Kirkpatrick model of evaluation is a framework developed by Donald Kirkpatrick in the 1950s for assessing the effectiveness of training programs. It consists of four levels: reaction, learning, behavior, and results.

Why is the Kirkpatrick model considered valuable for training evaluation?

The Kirkpatrick model is valuable because it provides a comprehensive approach to evaluate training programs at different stages, from immediate reactions to long-term business results, offering insights that can help improve program effectiveness.

What does Level One of the Kirkpatrick model focus on?

Level One focuses on the reaction phase, which measures overall satisfaction and engagement of participants with the training experience, typically through surveys, interviews, and focus groups.

How is learning measured at Level Two of the Kirkpatrick model?

At Level Two, learning is measured through quizzes, tests, interviews, focus groups, discussions, observations, and presentations to assess if participants have acquired new knowledge, skills, or attitudes.

What is the purpose of Level Three in the Kirkpatrick model?

Level Three aims to evaluate whether participants are applying the new knowledge, skills, or attitudes in their job behaviors, which can be assessed through surveys, manager observations, work reviews, and key performance indicators (KPIs).

How does Level Four of the Kirkpatrick model differ from the other levels?

Level Four is the results phase, which is concerned with measuring the impact of the training on business outcomes, such as customer satisfaction, sales, and employee retention rates, rather than just learning or behavior changes.

Why is it important to plan for evaluation from the beginning of a training program?

Planning for evaluation from the start ensures that the training program is designed with clear objectives and desired outcomes in mind, allowing for more effective and targeted assessments throughout the program's lifecycle.

What is the recommended approach to planning a training program according to the Kirkpatrick model?

The recommended approach is to start with Level Four, defining the desired business results, and then work backward to determine the behaviors, knowledge, and skills needed, and finally design an engaging intervention to meet these objectives.

How can instructional designers use the Kirkpatrick model to improve their training programs?

Instructional designers can use the Kirkpatrick model to identify areas of strength and weakness in their programs, make data-driven adjustments, and ensure that training leads to measurable improvements in performance and business outcomes.

What book is recommended for those who want to delve deeper into the Kirkpatrick model?

The book 'Kirkpatrick's Four Levels of Training Evaluation' by James and Wendy Kirkpatrick is recommended for a more in-depth understanding of the model and its practical applications.

How can the Kirkpatrick model be used iteratively during a training program?

The Kirkpatrick model can be used iteratively by continuously evaluating and adjusting the training program based on feedback and performance data at each level, ensuring that the program stays aligned with its objectives and produces the desired results.