Donald Kirkpatrick is known for creating the training evaluation model. This model consists of four levels of learning evaluation. Kirkpatrick’s ideas were first published in 1959, in a series of articles in the US Training and Development Journal. The four levels of Donald Kirkpatrick’s evaluation model essentially measure:
- Reaction of student : what they thought and felt about the training
- Learning : the resulting increase in knowledge or capability
- Behaviour : extent of behaviour and capability improvement and implementation/application
- Results : the effects on the business or environment resulting from the trainee’s performance
Level 1 : Reaction
Reaction evaluation is how the delegates felt about the training or learning experience. For example the ‘happy sheets’, ‘feedback forms’, etc
Level 2 : Learning
Learning evaluation is the measurement of the increase in knowledge before and after. Typically assessments or tests before and after the training are used for this level.
Level 3 : Behaviour
Behaviour evaluation is the extent of applied learning back on the job / implementation. Observation and interview over time are required to assess change, relevance of change, and sustainability of change.
Level 4 : 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. The challenge is to relate to the trainee.
For more info, check out the BusinessBalls‘s article on Kirkpatrick…