LET US LEARN ABOUT THE

KIRKPATRICK
MODEL
OF TRAINING EVALUATION.

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 MEANING

Kirkpatrick Model is widely used

to analyze and evaluate the
effectiveness of training and
learning programs. It works for
both formal and informal training
methods.

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Donald Kirkpatrick developed the
model in 1959. The current version
rates the training programs on
four levels - reaction, learning,
behaviour and results.

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 LEVEL 1:
REACTION

Signifies the reaction of the

learner to the training experience.
The learner’s response to training
includes their reactions to the
training process and feelings
about the learning material and
instructors.

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 LEVEL 2:
LEARNING

Evaluates how much the learner

has learned during the training
session. For example, a learner
might take a written examination
before and after training.
Comparing the two scores
indicates how much the learner
gained from the training.

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 LEVEL 3:
BEHAVIOUR/IMPACT

Assesses the extent to which the

learner applies what was learned in
the workplace. For example, a
company might assign a
superintendent to observe the
learner's work for one day. The
superintendent then provides a
report describing the learner's
strengths and weaknesses.

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 LEVEL 4:
RESULTS

Defines the long-term impact of

the training. It shows whether the
learner's new knowledge and skills
result in quantifiable business
benefits. For example, if a company
trains its staff to use a new
software application, it will quantify
the number of hours saved per
week due to faster data entry.

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The Kirkpatrick Model demands to
focus on the learners'
perceptions, the application of
the learnings and outcomes of the
training sessions, to evaluate and
improve the training programs to
gain maximum benefit.

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Reach high levels of Kirkpatrick
effectiveness through our Green
Belt, Black Belt, and Master Black
Belt programs

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