EVALUATION M ED PAPER

1. KRIKPATRICK’S BASIC LEVEL OF
EVALUATION
Submitted by
Veena.V.Nair
M.Ed 2yr
Nsstc

2. MODELS OF EVALUATION
• Many evaluation models were developed in the 1970’s and 1980’s. These
evaluation models were to profound impact on how designers would come to use
the evaluation process. The new models were used on projects that included
extensive development work, multiple forms of instructional delivery. These
projects tended to have large budgets and any staff members, and were often
housed in universities, examples were teacher crops projects aimed at reforming
teacher education and math projects that attempted to redefine what and how
children learned about mathematics.

3. •The various models of evaluation are:
•Krickpatrick four level model
•The stuffle beam CIPP model
•Flashlight Triad Model of evaluation

7. PURPOSE OF THIS MODEL
 Krikpatrick’s four level training evaluation model can help you
to answer question like these.
 We can use it to objectively to analyze the impact of training
to work out how well your team members learned and to
improve their learning in the future.
 To gain information how to improve future training sessions
 To decide whether to continue or discontinue training
programs

8. INTRODUCTION
• Donald Krikpatrick , former Professor Emeritus at the university of
Wisconsin first published his model in 1959. he updated it in 1975
and again in 1993, when he published his best known work
“Evaluating training programs ”
• Each successive level of the model in represents a precise measure
of the effectiveness of a training programs. It was developed further
by Donald and his son james
• In 2016, james and his wife Wendy revised and clarified the original
theory and introduced the “New World Krikpatrick Model” in their
book “Four Levels of Training Evaluation”. One of the main additions
is an emphasis on the importance of making training relevant to
peoples every day jobs.

9. SUMMARY
• The four level model of evaluation is used to assess the
effectiveness of training
• Evaluation is built in each of the four levels of the model , these
levels are reaction, learning, behavior, results.
• Planning that uses the model is done with the end in mind that is
identifying targeted outcomes at the results level even before
embarking on level one for the reaction level.

12. LEVEL-1
REACTION
• Determining to what degree
the participants react
favourably to the learning
event – Is there a feeling of
satisfaction? whether there are
feeling good about the
training.
• Participants feedback are being
taken as evaluation at this
level.

13. LEVEL- 2
LEARNING
• Determine to what degree
participants have acquired the
intended knowledge skills and
attitudes based on participations in
the learning event
• The focus is on effective acquisition
of the content, evaluating the
effectiveness of the learning at this
level is done through performance
demonstration or testing. This is a kin
to a formative evaluation or
formative assessment.

14. LEVEL-3
BEHAVIOR
• Determine to what extent
participants can demonstrate
transfer of learning to
workplace setting at this level
looking for evidence of
change in job behavior as a
result of training or new
learning.

15. • Evaluation at this level takes place post training it
is recommended that this be done at least three to
six months after the training event has concluding
and the evaluation is primarily through observation
looking for change in participants job behavior.

16. LEVEL-4
RESULTS
• Determine to what degree targeted
outcomes occur as a results of the
learning event and subsequent
reinforcement.
• Evaluation focuses on the specific
outcomes that were targeted as a
results of training.
• It also for defining of specific
measures that will be changed or
improved as a result of training
intervention.

17. HOW SHOULD WE USE IT ?
• The Kirkpatrick evaluation model is a useful and well-known
starting point to learning evaluation. The lower levels (i.e., reaction
and learning) are commonly used in learning and development
(L&D). The higher levels (i.e., behaviours and results), however, are
usually ignored in practice because they're often harder to
evaluate.
• But knowing the impacts on learner behaviour and business results
is fairly important. In fact, research suggests that learner reaction is
a poor indicator of whether or not they learned anything or if their
behaviour’s will change.

18. They provide early warning signs of problems with
your learning program you need for levels to tell the
story and if your programs were not successful
identify areas for improvement.

19. PROBLEMS WITH THIS MODEL
• Training has been replaced with the learning and development.
• Formal training is becoming less prominent . Krickpatricks model is not necessarily
suited to the new approach to learning.
• Another drawback is the level 3 and level 4 which arguably yield the most useful
information for the business, are time consuming, resource, intensive,, and
expensive to implement.
• Most importantly organizations change in many ways, and these changes affect
behaviors and results, as a training. For example, measurements improvements in
retention and productivity could results from the arrival of a new boss, or from a
new computer system rather than training, or it could be a combination of these.