“It is important to evaluate the success and effectiveness of your courses so that you could make

improvements on an on-going basis”. Justify the statement with reference to Kirkpatrick’s Model. You
need to mention relevant activities to assess each stage. (500 words)

Anytime when we deliver the training to the team, we need to know how effective it’s been. Are the
people putting in to the practice? Is it positively helping them to improve them personally and
professionally?

Kirkpatrick’s five level training evaluation models can help to analyze the impact of the training. It also
help to work out how well the team learned and how to improve their learning in the future.

The four levels of learning are Reaction, learning, transfer result and ROI (Return on Investment). Here I
am going to explain the model to evaluate the success and effectiveness of trainings.

Level 1: Reaction

We want the trainees to feel that the training was valuable. We should also know how engaged they
were? How actively they contributed? How they reacted to the training? How well they received it?
What did the participant think of the training they received? Did they find it useful? What did the
participant think of the training they received?

ACTIVITIES FOR LEVEL ONE:

We can ask questions to the trainees including how did they feel about the training? Does it worth
attending the training? Did u feel like it was successful and helped you to change in different aspects?
What did you learn and how do you apply it in your job? What are the 5 learning you had from this
session? What do expect more support in the future? Do you want me to have a follow-up session? Are
the participants happy with the trainer? Did the training meet the participant’s needs? Are the
participants happy with the tools we used (Power point and handout ) Online assessment immediately
after the training session. We can also plan for a employ satisfaction surveys, observing body language
and verbal enquiry about the session

 Post-training program questionnaires.

 Verbal responses that can be taken into consideration and considered.
 Especially encourage written comments
 Try to get honest responses and feedbacks
 Encourage written comments
Level 2: Learning

How much did participants learn from the training and have their skills improved?

To measure how much trainees have learned. We should have a specific learning objectives, this
measure how training has developed their skills, attitudes and knowledge as well as their confidence
and commitment. We should measure there learning areas and improvement before and after training.
Before the training test your trainees to determine their knowledge, skill levels and attitudes, Then
when the training is finished, test again to measure what they have learned with interviews or verbal
assessment.

Activities for Level 2

During this stage I should start identify the learning outcome and result which I am aiming for this
training session? I need to measure the specific outcomes.

1. Test or evaluation prior to the training and after the training

2. Exams , assessment and interview prior to and after the training
3. Observations
4. Feedback from managers

Level : 3 Transfers

This level analysis was the learning being applied by the attendees? This also analyzes the difference in
the participant’s behavior at work after completing the training. We need to figure it out if they used the
learning, knowledge, mindset, skills the program taught are used the workplace. Effectively measuring
transfers is a long term process and its take more than a week or month to put in to practice. Its take
time to see the changes in them. One of the best way to measure transfers is to conduct observations
and interviews. Also give them new tasks on new learning, hence they get a chance to demonstrate
what they know. Managers need to involved assessing, coaching, training , motivating to apply the new
skills for their team members in making changes.

Activities after Level 3

1. Observations and interviews

2. Online evaluation
3. Gathering Information from manager
4. Self-assessment
5. Did the participants put any of their learning in use?
6. Are trainees able to share their skills and knowledge to other people?
7. Are they aware that if they changed their behavior?
Level 4: Results

This analyzes the final result of the training. It measures how the training program contributes to the
success of the organization such as sales, customer satisfaction, high quality business, more productive,
increases employee retention, increased production, higher quality ratings, less staff complaints.

Activities for Level 4

It should be discussed with the participants what exactly going to be measured during the training and
after the training, hence they know what to be practiced and our expectation.

Allow enough time to evaluate

Make assessment and observations to check changes in behavior due the making a adorable difference
to the teams performance.

Level 5 : ROI (Return on investment)

Based on the all the other 4 levels the ROI calculation is determined by the organization. It compares the
monetary benefits from the program with the progress costs. Its help improve the quality of learning
programs, determine if a program meet its objectives, identify potential strengths and weakness in the
learning program , develop a cost/ benefits analysis of training and HR development investment .

Each successive level of the model represents a more precise measure of the effectiveness of the
training program. This model is great for evaluating training in a scientific ways. By analyzing each level
we can gain an understanding of how effective a training initiative was and how to improve it in the
future.