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Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
Kirkpatrick Model
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Kirkpatrick Model


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  • 1. Kirkpatrick model
  • 2. Kirkpatrick model
    • Participant reaction to program:
    • offer insights into learners’ satisfaction with course
    • How much did participants learn:
    • to which extent learners achieved the objectives
  • 3. Kirkpatrick model
    • How much of the learning participants retain after a period of time :
    • 6 weeks to 6 months after the course
    • The impact of the training on the bottom line of organization:
    • did we fill the gap ?
  • 4. Level 1/ Reaction
    • They are often referred to as “smiley sheets”
    • They assess how much participant liked the course
    • They measure the effectiveness of the program & how it can improve
  • 5. What it can not measure?
    • Learning or ability to apply learning on the job
    • Changes in attitude or believes
    • Organizational impact
    • Trainer’s knowledge level
  • 6. Designing level 1 evaluation form
    • Categories: decide what you want to measure & create questions that address it
    • Format: use a variety of response format (at least 4)
  • 7. Guidelines to make evaluation form
    • Keep the form brief
    • Create a balance among the various types of information being collected
    • Obtain participant immediate reactions
  • 8. Level2/ learning
    • It deals with what the participants actually learned during the training session
    • It demonstrates to which extent did the participants changed attitude, improve knowledge or increase skills as a result of attending the program
  • 9. Tests
    • Consider the type of tests that you want to use, subjective or objective
    • Consider the time needed to grade the test
    • Keep them fairly simple
  • 10. observation
    • This is where the trainer watch the participation & application of skills, tools & techniques during the session
  • 11. Level3/ purpose
    • Measure lasting results from training
    • Identify areas in which trainees show greatest / least improvement
  • 12. Follow-up methods
    • Prepare participants
    • If the training is not effective... find out why
    • Share follow-up with participants’manager
  • 13. Other methods
    • Observation: trainer or another designated observer actually observe the employee back on the job using a checklist of the desired behaviors
    • Interviews: not only participants but those who are affected by or closely associated with the program participant
  • 14. Level4/ Evaluation-Results
    • It measures the impact of the training on the organization
    • It demonstrate how did the training contributed in accomplishing organizational goals & objectives