The Kirkpatrick model is a framework for evaluating training programs with four levels: 1) Participant reaction, 2) Learning, 3) Behavior, and 4) Results. Level 1 measures participant satisfaction. Level 2 assesses knowledge gained immediately after training. Level 3 evaluates extent of behavior and knowledge application months later. Level 4 determines if training impacted organizational goals. The model provides tools to design evaluation forms, tests, and follow-up methods at each level to capture a program's full impact.

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