This document summarizes Kirkpatrick's four-level training evaluation model from 1959, which is still widely used today. The model includes 4 components: reaction, learning, behavior, and results. It provides key questions, data sources, and steps to evaluate training at each level, from immediate reactions to long-term organizational results. The model helps training professionals understand how well learning transfers back on the job and the ultimate impact on business outcomes.

2. - Developed a
training evaluation
model in 1959
- The most widely
used approach
- 4 components

3. Why does he say
“the end is beginning?”

4. Should the program be continued?
How can the program be improved?
How can we maximize training effectiveness?
How can we demonstrate the value of training?

5. Results Reaction
LearningBehavior

6. • Key Questions:
What was the learners
reaction to the learning
environment?
Did they like it?
• Data Sources:
- Trainee surveys
- Focus Group
- Interviews
To what degree
participants react
favorably to the
training

7. a. Contents
b. Methods
c. Media
d. Trainer style
e. Facilities
f. Course materials

8. • The connection – Can ask trainees if they:
> Will use new skills or information (Level 2)
> Plan to change behavior (Level 3)
> Expect improvements in result (Level 4)
• The disconnection – does not:
> Measure what was learned ( Level 2)
> Guarantee behavioral change ( Level 3)
> Quantify results from learning ( Level 4)

9. 1.
• Determine what you want to find out
2.
• Design a form that will quantify reactions
3.
• Encourage written comments and suggestions
4.
• Get 100% immediate response
5.
• Measure reactions against standards and take
appropriate action.
6.
• Communicate reactions as appropriate

10. • Key Questions:
Did the students
achieved the desired
learning objectives?
• Data Sources:
- Tests
- Assignments
- Discussions
- Q&A
To what degree the
participants
acquire the
intended
knowledge, skills,
and attitudes

11. • The connection – People who learn can:
> Experience pride (Level 1)
> Experience with new behavior (Level 3)
> Achieve better results (Level 4)
• The disconnection – It doesn’t ensure they:
> Liked training program (Level 1)
> Will behave differently (Level 3)
> Will get expected results (Level 4)

12. 1.
• Use a control group if practical
2.
• Evaluate knowledge, skills before and after
3.
• Use a paper-pencil test to measure knowledge
4.
• Use performance to measure skills
5.
• Get a 100% responses
6.
• Use the results as appropriate actions.

13. • Key Questions:
Are the newly acquired skills,
knowledge or attitude being
used by the learner after the
learning event is completed?
• Data Sources:
1appraisal of on-the-job
performance by-
-The person receiving the
training
-his superiors
-His subordinates
-his peers or others throroughly
familiar with his performance
2 Interviews
To what degree
participants apply
what they learned
during training
when they are
back on the job

14. • The connection – can determine:
> Degree to which learning transfers to the post-
training environment ( Level 2)
• The disconnection – Can not determine if:
> Participants like training (Level 1)
> Participants understand (Level 2)
> Behaviors accomplish results (Level 4)

15. Use a control group is practical
Allow time for behavior change
to take place
Evaluate both before and after,
if practical
Survey or/and interview
Get 100% response or
sampling
Repeat the evaluation at app.
times

16. • Key Questions:
Did the students achieve the
desired outcomes of the
programme of study?
Did it impact the bottom line?
• Data Sources:
- Employer/Supervisor
Surveys
- Interviews
To what degree
targeted outcomes
occur as a result of
the learning
event(s) and
subsequent
reinforcement

17. • The connection
> Positive results of evaluation level 1, 2, 3 can
provide positive level 4 evidences.
• The disconnection – Does not:
> Tell if the participants like the training ( Level 1)
> Prove trainees understand ( Level 2)
> Prove used preferred behaviors ( Level 3)

18. • Allow time for results to be achieved
Use a control group if practical
• Repeat the measurement at appropriate times
Measure both and after if practical
Be satisfied with evidence if proof is
not possible

19. • Formula of ROI:
Total benefits – Total costs
Total program costs x 100%
• It compares the monetary value
of business outcomes with the
costs of training program.
(Not a part of
the original
model. Was
added later.)