As explained by MindTools (2018), the Kirkpatrick Four-Level Training Evaluation Model is designed to objectively measure the effectiveness of training or education.
The four levels are 1) reaction, 2) learning, 3) behavior, and 4) results. Here’s an example of how this model can be applied to assess the effectiveness of the training program mentioned above.
Level - Reaction
First, in order to assess the reaction of the trainee, facilitators of each learning module should monitor the engagement level of the participants during the session and ensure to ask them at the end of the session questions such as “do you think that this session was valuable?” or “did you find this session to be engaging and interesting?” based on some of the questions proposed by MindTools (2018).
Level 2 - Learning
In order to ensure that learning took place and that the training helped participants develop skills and knowledge (MindTools, 2018), facilitators should conduct a short survey pre and post-session. For example, they can measure the participants’ knowledge or ability on the theme (e.g., emotional intelligence) before and after the session to see whether the training made an impact.
Level 3 - Behaviour
The objective behind capturing level 3 behaviour is to see whether the trainee's behaviours changed after taking the training and they are applying their learnings to regular tasks (MindTools, 2018). Facilitators should collect information on level 3 through conducting observation to capture any behavioural change or alternatively interview or survey by asking questions “have you been applying what you learned in the training to your daily operational activities?” to the trainees or “did the trainees put what they learned in the session to use?” to their supervisors.
Level 4 - Result
In order to capture level 4 information, results, facilitators along with the trainees’ supervisors, should conduct an analysis in determining how the behavioural change facilitated by the new learnings impacted key performance indicators or other organizational metrics. For example, if the training program is focused on leadership and management skills development, they can keep track of metrics such as turnover rate, employee satisfaction, and absenteeism. The data must be collected and analyzed over time (e.g., 1 month, 3 months, 6 months, 9 months, 12 months, and 18 months) after the completion of the training program. As mentioned by MindTool (2018), it is often crucial to consider the results that organizations want to see and develop the training content that can deliver the result.
References
MindTools. (2018). Kirkpatrick's Four-Level Training Evaluation Model (Links to an external site.) https://www.mindtools.com/pages/article/kirkpatrick.htm