Uploaded byPrateek Malik
Kirkpatrick Training Evaluation Method
The document outlines the Kirkpatrick Four Levels of Evaluation, which are designed to assess training effectiveness through four levels: reaction, learning, behavior, and results. It details each level's principles, methods, and timing for measurement, emphasizing the importance of tracking outcomes to ensure training meets stakeholder expectations. The document also discusses practical approaches for applying the evaluation model to enhance training outcomes and reinforce learning on the job.
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Kirkpatrick Training Evaluation Method
- 1. By Prateek Malik KirkpatrickFour Levels Evaluation Building Training Effectiveness 1 By Prateek Malik Certified on Kirkpatrick Four Levels Evaluation
- 2. By Prateek Malik Objectives •Identify Kirkpatrick Four Levels 2
- 3. By Prateek Malik ImportantNote 3 LEARN to UNLEARN
- 4. By Prateek Malik Effective Training Training Effectiveness 4Levels of Kirkpatrick Evaluation Method 4 Level 1: Reaction Level 2: Learning Level 3: Behaviour Level 4: Results
- 5. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 5 Level 1: Reaction To what degree participants react favourably to the learning event
- 6. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 6 Level 2: Learning To what degree participants acquire the intended knowledge, skills and attitude based on their participation in the event
- 7. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 7 Level 3: Behaviour To what degree participants apply what they learned during training when they are back on the job
- 8. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 8 Level 4: Results To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement
- 9. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 9 Level 1: Reaction PRINCIPLES Customer Satisfaction Engagement Relevance
- 10. By Prateek Malik Level1: Reaction METHODS,TOOLS ANDTECHNIQUES Formative (During the session) Instructor Observation Questions Pulse Check Techniques Survey Questions Summative (After the session) Interview Focus Group Questions 10
- 11. By Prateek Malik Level1: Reaction TIMING Typically measured right after the event Focus on formative Get delayed reactions 11
- 12. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 12 Level 2: Learning PRINCIPLES Knowledge Skills Attitude Confidence Commitment
- 13. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 13 Level 2: Learning Knowledge “I Know it”
- 14. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 14 Level 2: Learning Skill “I can do it right now”
- 15. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 15 Level 2: Learning Attitude: Relevance of information for the Participant “I believe this is worthwhile”
- 16. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 16 Level 2: Learning Confidence: Comes with Proper Working Environment “I think I can do it on the job”
- 17. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 17 Level 2: Learning Commitment: Participant is ready to apply learning “I intend to do it on the job”
- 18. By Prateek Malik 18 Knowledge “IKnow it” Skill “I can do it right now” Attitude: Relevance of information for the Participant “I believe this is worthwhile” Confidence: Comes with Proper Working Environment “I think I can do it on the job” Commitment: Participant is ready to apply learning “I intend to do it on the job” Level 2: Learning
- 19. By Prateek Malik Level2: Learning METHODS,TOOLS ANDTECHNIQUES Formative Knowledge Check Discussion Individual/ Group Activity Action Planning Role Play Summative Knowledge Test/ Quiz/ Post Test Presentation Teach Back Demonstration Survey Interview 19
- 20. By Prateek Malik Level2: Learning TIMING Use pre-test and post- test only when indicated Use formative and summative methods 20
- 21. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 21 Level 3: Behaviour To what degree participants apply what they learned during training when they are back on the job Required Drivers Processes and systems that Reinforce, Monitor, Encourage and Reward Performance of critical behaviours on the job
- 22. By Prateek Malik Level3: Behaviour 22 Resources Employed: Group 1 Pre Training Preparation: 5% Design, Development, Delivery: 90% Post Training Follow Up: 5% Training Application: Group 1 Did not try new skills: 15% Tried new skills and failed: 70% Achieved sustained new behaviours: 15% Source: Telling Training’s Story, Rob Brinker Off, 2006
- 23. By Prateek Malik Level3: Behaviour 23 Resources Employed: Group 2 Pre Training Preparation: 25% Design, Development, Delivery: 25% Post Training Follow Up: 50% Training Application: Group 2 Did not try new skills: 5% Tried new skills and failed: 10% Achieved sustained new behaviours: 85% Source: Telling Training’s Story, Rob Brinker Off, 2006
- 24. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 24 Level 3: Behaviour PRINICIPLES Identify 2~3 Critical Behaviours that will influence Level 4 results Level 3 includes not just behaviours, but also required drivers Performance is the responsibility of training participants and business managers Preparing participants & managers for their roles before, during and after training is the responsibility of training professionals
- 25. By Prateek Malik Level3: Behaviour 25 METHODS,TOOLS ANDTECHNIQUES Reinforce Work review checklist On the job Training Refreshers Job Aids Encourage Coaching Mentoring Reward Recognition Bonuses Pay for Performance Monitor Action Learning Interviews Observation Self Monitoring Work Review KPI
- 26. By Prateek Malik Level3: Behaviour TIMING Measure before and after training if you need to measure change in behaviour Consider reasonable (Start) timing Determine proper frequency and duration 26
- 27. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 27 Level 4: Results ROE: Return on Expectations What training delivers to key business stakeholders, Demonstrating the degree to which their expectations have been satisfied Leading Indicators Short term observations and measurements that suggest that the critical behaviours are on track to create a positive impact on desired results
- 28. By Prateek Malik 4Levels of Kirkpatrick Evaluation Method 28 Level 4: Results PRINCIPLES Determine desired results based on stakeholder input-ROE Borrow metric whenever possible Identify leading indicators (Checkpoints) along with goal Level 4 is the easiest to measure but the hardest to correlate to training
- 29. By Prateek Malik Level4: Results METHODS,TOOLS ANDTECHNIQUES Summative Customer Survey Borrowed business and HR metrics Validation Letters Monitoring Action Plans Intangible benefits list 29
- 30. By Prateek Malik Level4: Timing TIMING Determine reasonable timing to see results Monitor leading indicators along with goals 30
- 31. By Prateek Malik Howto apply Kirkpatrick Evaluation Method • Always keep the RESULT in mind before starting 31 Level 1: Reaction Level 2: Learning Level 3: Behaviour Level 4: Results
- 32. By Prateek Malik TheNew World Kirkpatrick Model 32 Level 1 Reaction • Engagement • Relevance • Customer Satisfaction Level 2 Learning • Knowledge • Skills • Attitude • Confidence • Commitment Monitor & Adjust Encourage & reward Monitor & Reinforce On the Job Learning Level 3 Behaviour Level 4 Results • Leading Desired Indicators Outcomes
- 33. By Prateek Malik •Thanks 33