The Kirkpatrick Model is a framework for evaluating the effectiveness of training programs. It was developed by Donald Kirkpatrick in the late 1950s and has since been widely used in the field of training and development.
The model consists of four levels of evaluation:
1. Reaction
This level measures the learners’ reactions to the training program. This can include factors such as satisfaction, motivation, and engagement.
2. Learning
This level measures whether the learners have acquired the knowledge, skills, and attitudes intended by the training program. This can include factors such as test scores, demonstration of skills, and self-reported changes in knowledge.
3. Behavior
This level measures whether the learners have transferred the knowledge, skills, and attitudes acquired in the training program to their job or work environment. This can include factors such as changes in job performance, productivity, and compliance with policies and procedures.
4. Results
This level measures the impact of the training program on the organization’s bottom line, such as increased revenue, reduced costs, and improved customer satisfaction.
The Kirkpatrick Model provides a structured and systematic approach to evaluating the effectiveness of training programs. By evaluating the training program at each level, organizations can identify areas of strength and weakness, and make improvements accordingly. It’s worth noting that the model is widely used, but it has also been criticized by some experts, stating that the model is too simplistic and doesn’t take into account the complexity of the training programs.
