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Kirkpatrick's Levels of Training Evaluation - Training and Development

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Manu Melwin Joy
Manu Melwin Joy

Training and Development Evaluation Human resource Management Motivation Psychology Success Organizational effectiveness Personal growth Change management

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Kirkpatrick Levels of Training Evaluation
Donald Kirkpatrick • Kirkpatrick developed a model of training evaluation in 1959. • Arguably the most widely used approach. • Simple, Flexible and Complete • 4-level model.
Why Evaluate? • Should the program be continued? • How can the program be improved? • How can we ensure regulatory compliance? • How can we maximize training effectiveness? • How can we be sure training is aligned with strategy? • How can we demonstrate the value of training?
The Four Levels of Evaluation • Level I: Evaluate Reaction • Level II: Evaluate Learning • Level III: Evaluate Behavior • Level IV: Evaluate Results • Fifth level was recently “added” for return on investment (“ROI”) but this was not in Kirkpatrick’s original model
Relationship Between Levels • Each subsequent level is predicated upon doing evaluation at lower level • A Level 3 will be of marginal use, if a Level 2 evaluation is not conducted Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it?
Slide 6 Improve Learning Environment Improve Knowledge/Skill transfer Check Performance Environment Check Requirements, Systems and Processes Only by assessing each level can we yield actionable results Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it?
Types of Assessments Used at Each Level Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it? Type Form Summative Correlation of business results with other assessment results Summative Observation of Performance 360 Survey Diagnostic Summative Self-assessment Test Reaction Formative Survey Real-time Polling Quizzing
Reaction - What Is It? How favorably participants react to the training (“Customer satisfaction”) • Collects reactions to instructor, course, and learning environment • Communicates to trainees that their feedback is valued • Can provide quantitative information
Reaction - What It Looks Like Questionnaire - Most common collection tool • Content • Methods • Media • Trainer style • Facilities • Course materials
Reaction: Connection to Other Levels The Connection - Can ask trainees if they: • Will use new skill(s) or information (Level II) • Plan to change behavior (Level III) • Expect improvements in results (Level IV) The Disconnection - Does not: • Measure what was learned (Level II) • Guarantee behavioral change (Level III) • Quantify results from learning (Level IV)
Reaction - How to Perform • Determine what you want to find out • Design a form to collect/quantify reactions • Do Immediately • Develop acceptable scoring standards • Follow-up as appropriate.
Learning - What Is It? • Knowledge • Skills • Attitudes
Learning - What It Looks Like • Media used to measure learning: • Text • Voice • Demonstration • Methods used to measure learning: • Interviews • Surveys • Tests (pre-/post-) • Observations • Combinations
Learning: Connection to Other Levels The Connection - People who learn can: • Experience pride (Level I) • Experiment with new behaviors (Level III) • Achieve better results (Level IV) The Disconnection - It doesn’t ensure they: • Liked training program (Level I) • Will behave differently (Level III) • Will get expected results (Level IV)
Learning - How to Perform • Use a control group, if feasible • Evaluate knowledge, skills, and/or attitudes before and after • Get 100% participation or use statistical sample • Follow-up as appropriate.
Behavior - What Is It? • Transfer of knowledge, skills, and/or attitude to the real world. • Measure achievement of performance objectives.
Behavior - What It Looks Like • Observe performer, first-hand. • Survey key people who observe performer. • Use checklists, questionnaires, inter views, or combinations.
Behavior: Connection to Other Levels • The Connection - Can determine: • Degree to which learning transfers to the post-training environment (Level II) • The Disconnection - Cannot determine if: • Participants like the training (Level I) • Participants understand (Level II) • Behaviors accomplish results (Level IV)
Behavior - How to Perform • Evaluate before and after training • Allow ample time before observing • Survey key people • Consider cost vs. benefits • 100% participation or a sampling • Repeated evaluations at appropriate intervals • Use of a control group
Results - What Is It? • Assesses “bottom line,” final results. • Definition of “results” dependent upon the goal of the training program.
Results - What It Looks Like • Depends upon objectives of training program • Quantify • Proof vs. Evidence • Proof is concrete • Evidence is soft
Results: Connection to Other Levels • The Connection • Positive Levels 1, 2, 3 evaluations results can provide positive Level 4 evidence. • The Disconnection - Does not: • Tell if participants liked training (Level I) • Prove trainees understand (Level II) • Prove use of preferred behaviors (Level III)
Results - How to Perform • Use a control group • Allow time for results to be realized • Measure before and after the program • Consider cost versus benefits • Be satisfied with evidence when proof is not possible.
Summary of Tools to Purpose Level 1 Level 2 Level 3 Level 4 Continue program X X Improve program X X X Ensure compliance X Maximize training effectiveness X Align training with strategy X X Demonstrate training’s value X X X X
Evaluation Techniques Evaluation Levels Methods 1 Reaction 2 Learning 3 Behavior 4 Results Survey Questionnaire/Interview Focus Group Knowledge Test/Check Skills Observation Presentations Action Planning Action Learning Key Business HR Metrics
26 Prepared by Manu Melwin Joy Research Scholar SMS, CUSAT, Kerala Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com

More Related Content

Kirkpatrick's Levels of Training Evaluation - Training and Development

  • 1. Kirkpatrick Levels of Training Evaluation
  • 2. Donald Kirkpatrick • Kirkpatrick developed a model of training evaluation in 1959. • Arguably the most widely used approach. • Simple, Flexible and Complete • 4-level model.
  • 3. Why Evaluate? • Should the program be continued? • How can the program be improved? • How can we ensure regulatory compliance? • How can we maximize training effectiveness? • How can we be sure training is aligned with strategy? • How can we demonstrate the value of training?
  • 4. The Four Levels of Evaluation • Level I: Evaluate Reaction • Level II: Evaluate Learning • Level III: Evaluate Behavior • Level IV: Evaluate Results • Fifth level was recently “added” for return on investment (“ROI”) but this was not in Kirkpatrick’s original model
  • 5. Relationship Between Levels • Each subsequent level is predicated upon doing evaluation at lower level • A Level 3 will be of marginal use, if a Level 2 evaluation is not conducted Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it?
  • 6. Slide 6 Improve Learning Environment Improve Knowledge/Skill transfer Check Performance Environment Check Requirements, Systems and Processes Only by assessing each level can we yield actionable results Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it?
  • 7. Types of Assessments Used at Each Level Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it? Type Form Summative Correlation of business results with other assessment results Summative Observation of Performance 360 Survey Diagnostic Summative Self-assessment Test Reaction Formative Survey Real-time Polling Quizzing
  • 8. Reaction - What Is It? How favorably participants react to the training (“Customer satisfaction”) • Collects reactions to instructor, course, and learning environment • Communicates to trainees that their feedback is valued • Can provide quantitative information
  • 9. Reaction - What It Looks Like Questionnaire - Most common collection tool • Content • Methods • Media • Trainer style • Facilities • Course materials
  • 10. Reaction: Connection to Other Levels The Connection - Can ask trainees if they: • Will use new skill(s) or information (Level II) • Plan to change behavior (Level III) • Expect improvements in results (Level IV) The Disconnection - Does not: • Measure what was learned (Level II) • Guarantee behavioral change (Level III) • Quantify results from learning (Level IV)
  • 11. Reaction - How to Perform • Determine what you want to find out • Design a form to collect/quantify reactions • Do Immediately • Develop acceptable scoring standards • Follow-up as appropriate.
  • 12. Learning - What Is It? • Knowledge • Skills • Attitudes
  • 13. Learning - What It Looks Like • Media used to measure learning: • Text • Voice • Demonstration • Methods used to measure learning: • Interviews • Surveys • Tests (pre-/post-) • Observations • Combinations
  • 14. Learning: Connection to Other Levels The Connection - People who learn can: • Experience pride (Level I) • Experiment with new behaviors (Level III) • Achieve better results (Level IV) The Disconnection - It doesn’t ensure they: • Liked training program (Level I) • Will behave differently (Level III) • Will get expected results (Level IV)
  • 15. Learning - How to Perform • Use a control group, if feasible • Evaluate knowledge, skills, and/or attitudes before and after • Get 100% participation or use statistical sample • Follow-up as appropriate.
  • 16. Behavior - What Is It? • Transfer of knowledge, skills, and/or attitude to the real world. • Measure achievement of performance objectives.
  • 17. Behavior - What It Looks Like • Observe performer, first-hand. • Survey key people who observe performer. • Use checklists, questionnaires, inter views, or combinations.
  • 18. Behavior: Connection to Other Levels • The Connection - Can determine: • Degree to which learning transfers to the post-training environment (Level II) • The Disconnection - Cannot determine if: • Participants like the training (Level I) • Participants understand (Level II) • Behaviors accomplish results (Level IV)
  • 19. Behavior - How to Perform • Evaluate before and after training • Allow ample time before observing • Survey key people • Consider cost vs. benefits • 100% participation or a sampling • Repeated evaluations at appropriate intervals • Use of a control group
  • 20. Results - What Is It? • Assesses “bottom line,” final results. • Definition of “results” dependent upon the goal of the training program.
  • 21. Results - What It Looks Like • Depends upon objectives of training program • Quantify • Proof vs. Evidence • Proof is concrete • Evidence is soft
  • 22. Results: Connection to Other Levels • The Connection • Positive Levels 1, 2, 3 evaluations results can provide positive Level 4 evidence. • The Disconnection - Does not: • Tell if participants liked training (Level I) • Prove trainees understand (Level II) • Prove use of preferred behaviors (Level III)
  • 23. Results - How to Perform • Use a control group • Allow time for results to be realized • Measure before and after the program • Consider cost versus benefits • Be satisfied with evidence when proof is not possible.
  • 24. Summary of Tools to Purpose Level 1 Level 2 Level 3 Level 4 Continue program X X Improve program X X X Ensure compliance X Maximize training effectiveness X Align training with strategy X X Demonstrate training’s value X X X X
  • 25. Evaluation Techniques Evaluation Levels Methods 1 Reaction 2 Learning 3 Behavior 4 Results Survey Questionnaire/Interview Focus Group Knowledge Test/Check Skills Observation Presentations Action Planning Action Learning Key Business HR Metrics
  • 26. 26 Prepared by Manu Melwin Joy Research Scholar SMS, CUSAT, Kerala Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com