Most of the support functions in an organisation fail to justify Return on Investment. Here is the solution you have been looking for. Please Note: It is not only that the training function can apply this method, but also the other support functions can also apply.

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Kirkpatrick Four Levels Evaluation
Building Training Effectiveness
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By Prateek Malik
Certified on Kirkpatrick Four Levels Evaluation

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Objectives
• Identify Kirkpatrick Four Levels
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Important Note
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LEARN
to
UNLEARN

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Effective
Training
Training
Effectiveness
4 Levels of Kirkpatrick Evaluation Method
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Level 1: Reaction
Level 2: Learning
Level 3: Behaviour
Level 4: Results

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4 Levels of Kirkpatrick Evaluation Method
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Level 1: Reaction
To what degree participants react favourably to the
learning event

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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
To what degree participants acquire the intended
knowledge, skills and attitude based on their
participation in the event

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4 Levels of Kirkpatrick Evaluation Method
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Level 3: Behaviour
To what degree participants apply what they
learned during training when they are back on the
job

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4 Levels of Kirkpatrick Evaluation Method
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Level 4: Results
To what degree targeted outcomes occur, as a result
of learning event(s) and subsequent reinforcement

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4 Levels of Kirkpatrick Evaluation Method
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Level 1: Reaction
PRINCIPLES
Customer Satisfaction Engagement Relevance

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Level 1: Reaction
METHODS,TOOLS
ANDTECHNIQUES
Formative
(During the
session)
Instructor Observation
Questions
Pulse Check Techniques
Survey Questions
Summative
(After the
session)
Interview
Focus Group Questions
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Level 1: Reaction
TIMING
Typically measured
right after the event
Focus on formative
Get delayed
reactions
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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
PRINCIPLES
Knowledge Skills Attitude Confidence Commitment

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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
Knowledge
“I Know it”

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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
Skill
“I can do it right now”

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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
Attitude: Relevance of
information for the Participant
“I believe this is worthwhile”

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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
Confidence: Comes with
Proper Working Environment
“I think I can do it on the
job”

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4 Levels of Kirkpatrick Evaluation Method
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Level 2: Learning
Commitment: Participant is
ready to apply learning
“I intend to do it on the job”

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Knowledge
“I Know it”
Skill
“I can do it right now”
Attitude: Relevance of information
for the Participant
“I believe this is worthwhile”
Confidence: Comes with Proper
Working Environment
“I think I can do it on the job”
Commitment: Participant is ready to apply learning
“I intend to do it on the job”
Level 2: Learning

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Level 2: Learning
METHODS,TOOLS
ANDTECHNIQUES
Formative
Knowledge Check
Discussion
Individual/ Group Activity
Action Planning
Role Play
Summative
Knowledge Test/ Quiz/ Post Test
Presentation
Teach Back
Demonstration
Survey
Interview
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Level 2: Learning
TIMING Use pre-test and post-
test only when indicated
Use formative and
summative methods
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4 Levels of Kirkpatrick Evaluation Method
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Level 3: Behaviour
To what degree participants apply what they learned during training when they
are back on the job
Required Drivers
Processes and systems that Reinforce, Monitor, Encourage and Reward
Performance of critical behaviours on the job

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Level 3: Behaviour
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Resources Employed:
Group 1
Pre Training Preparation: 5%
Design, Development, Delivery: 90%
Post Training Follow Up: 5%
Training Application:
Group 1
Did not try new skills: 15%
Tried new skills and failed: 70%
Achieved sustained new behaviours: 15%
Source: Telling Training’s Story, Rob Brinker Off, 2006

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Level 3: Behaviour
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Resources Employed:
Group 2
Pre Training Preparation: 25%
Design, Development, Delivery: 25%
Post Training Follow Up: 50%
Training Application:
Group 2
Did not try new skills: 5%
Tried new skills and failed: 10%
Achieved sustained new behaviours: 85%
Source: Telling Training’s Story, Rob Brinker Off, 2006

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4 Levels of Kirkpatrick Evaluation Method
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Level 3: Behaviour
PRINICIPLES
Identify 2~3
Critical
Behaviours that
will influence
Level 4 results
Level 3 includes
not just
behaviours, but
also required
drivers
Performance is
the responsibility
of training
participants and
business
managers
Preparing
participants &
managers for
their roles
before, during
and after training
is the
responsibility of
training
professionals

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Level 3: Behaviour
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METHODS,TOOLS
ANDTECHNIQUES
Reinforce
Work review checklist
On the job Training
Refreshers
Job Aids
Encourage
Coaching
Mentoring
Reward
Recognition
Bonuses
Pay for Performance
Monitor
Action Learning
Interviews
Observation
Self Monitoring
Work Review
KPI

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Level 3: Behaviour
TIMING
Measure before and after
training if you need to
measure change in behaviour
Consider reasonable (Start)
timing
Determine proper frequency
and duration
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4 Levels of Kirkpatrick Evaluation Method
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Level 4: Results
ROE: Return on Expectations
What training delivers to key business stakeholders,
Demonstrating the degree to which their expectations have been satisfied
Leading Indicators
Short term observations and measurements that suggest that the critical
behaviours are on track to create a positive impact on desired results

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4 Levels of Kirkpatrick Evaluation Method
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Level 4: Results
PRINCIPLES
Determine
desired results
based on
stakeholder
input-ROE
Borrow metric
whenever
possible
Identify leading
indicators
(Checkpoints)
along with goal
Level 4 is the
easiest to
measure but the
hardest to
correlate to
training

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Level 4: Results
METHODS,TOOLS
ANDTECHNIQUES Summative
Customer Survey
Borrowed business and HR metrics
Validation Letters
Monitoring Action Plans
Intangible benefits list
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Level 4: Timing
TIMING Determine reasonable
timing to see results
Monitor leading indicators
along with goals
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How to apply Kirkpatrick Evaluation Method
• Always keep the RESULT in mind before starting
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Level 1: Reaction
Level 2: Learning
Level 3: Behaviour
Level 4: Results

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The New World Kirkpatrick Model
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Level 1
Reaction
• Engagement
• Relevance
• Customer
Satisfaction
Level 2
Learning
• Knowledge
• Skills
• Attitude
• Confidence
• Commitment
Monitor & Adjust
Encourage
& reward
Monitor &
Reinforce
On the
Job
Learning
Level 3
Behaviour
Level 4
Results
• Leading Desired
Indicators Outcomes

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• Thanks
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