Kirkpatrick Model of Training
Donald Kirkpatrick's 1975 book Evaluating Training Programs defined his originally published ideas of 1959, thereby further increasing awareness of them, so that his theory has now become arguably the most widely used and popular model for the evaluation of training and learning. Kirkpatrick's four-level model is now considered an industry standard across the HR and training communities. The four levels of training evaluation model was later redefined and updated in Kirkpatrick's 1998 book, called 'Evaluating Training Programs: The Four Levels'.
Level Evaluation Type
(what is measured) Evaluation Description & Characteristics
1 Reaction -reaction evaluation is how the trainees felt about the training or learning experience
2 Learning -learning evaluation is the measurement of the increase in knowledge - before and after
3 Behavior -behavior evaluation is the extent of applied learning back on the job - implementation
4 Results -results evaluation is the effect on the business or environment by the trainee
level evaluation type (what is measured) evaluation description and characteristics examples of evaluation tools and methods relevance and practicability
1 reaction -reaction evaluation is how the delegates felt, and their personal reactions to the training or learning experience, for example:
-did the trainees like and enjoy the training?
-did they consider the training relevant?
-was it a good use of their time?
-did they like the venue, the style, timing, domestics, etc?
-level of participation
-ease and comfort of experience
-level of effort required to make the most of the learning
-perceived practicability and potential for applying the learning • typically 'happy sheets'
• feedback forms based on subjective personal reaction to the training experience
• verbal reaction which can be noted and analysed
• post-training surveys or questionnaires
• online evaluation or grading by delegates
• subsequent verbal or
Level Evaluation Type
(what is measured) Evaluation Description & Characteristics
1 Reaction -reaction evaluation is how the trainees felt about the training or learning experience
2 Learning -learning evaluation is the measurement of the increase in knowledge - before and after
3 Behavior -behavior evaluation is the extent of applied learning back on the job - implementation
4 Results -results evaluation is the effect on the business or environment by the trainee
level evaluation type (what is measured) evaluation description and characteristics examples of evaluation tools and methods relevance and practicability
1 reaction -reaction evaluation is how the delegates felt, and their personal reactions to the training or learning experience, for example:
-did the trainees like and enjoy the training?
-did they consider the training relevant?
-was it a good use of their time?
-did they like the venue, the style, timing, domestics, etc?
-level of participation
-ease and comfort of experience
-level of effort required to make the most of the learning
-perceived practicability and potential for applying the learning • typically 'happy sheets'
• feedback forms based on subjective personal reaction to the training experience
• verbal reaction which can be noted and analysed
• post-training surveys or questionnaires
• online evaluation or grading by delegates
• subsequent verbal or