Kirkpatrick's Training Eval Model - Part 2

How to Apply the Model
Level 1: Reaction

Start by identifying how you'll measure reaction. Consider addressing these questions:


Did the trainees feel that the training was worth their time?

  1. Did they think that it was successful?

  2. What were the biggest strengths of the training, and the biggest weaknesses?

  3. Did they like the venue and presentation style?

  4. Did the training session accommodate their personal learning styles?

Next, identify how you want to measure these reactions. To do this you'll typically use employee satisfaction surveys or questionnaires; however you can also watch trainees' body language during the training, and get verbal feedback by asking trainees directly about their experience.
Once you've gathered this information, look at it carefully. Then, think about what changes you could make, based on your trainees' feedback and suggestions.
Level 2: Learning

To measure learning, start by identifying what you want to evaluate. (These things could be changes in knowledge, skills, or attitudes.)

It's often helpful to measure these areas both before and after training. So, before training commences, test your trainees to determine their knowledge, skill levels, and attitudes.
Once training is finished, test your trainees a second time to measure what they have learned, or measure learning with interviews or verbal assessments.

Level 3: Behavior

It can be challenging to measure behavior effectively. This is a longer-term activity that should take place weeks or months after the initial training.

Consider these questions:


  1. Did the trainees put any of their learning to use?

  2. Are trainees able to teach their new knowledge, skills, or attitudes to other people?

  3. Are trainees aware that they've changed their behavior?

One of the best ways to measure behavior is to conduct observations and interviews over time.

Also, keep in mind that behavior will only change if conditions are favorable. For instance, effective learning could have taken place in the training session. But, if the overall organizational culture isn't set up for any behavior changes, the trainees might not be able to apply what they've learned.

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