Benefits and limitations of the Kirkpatrick Model
The Kirkpatrick Model's advantages make it an attractive choice for trainers and other business leaders. It:
- Provides clear evaluative steps to follow
- Works with traditional and digital learning programs
- Gives HR and business leaders valuable insight into their overall training programs and their impact on business outcomes
Additionally, its simple approach is highly flexible and adaptable across industries and applications, making it easy for trainers to implement the model.
However, there are limitations and tradeoffs. The system can be time-consuming and requires costly investment to conduct all the pre-tests, post-tests, and analyses of learning outcomes.
It is also difficult to directly link business results to specific training. Proving efficacy and return on investment (ROI) is hard since the causes are often complex and multifaceted. To do so accurately requires further resources and expertise.
Kirkpatrickâs 4 levels of training evaluation
Level 1: Reaction
The first step is documenting your employeesâ reactions to the training. Employee engagement (at work or during training) is crucial for running a productive businessâbut itâs not so easy to achieve. Understanding how employees perceived the training can give you insight into what is working well or needs improvement.
To learn what your employees think about your training program, you can send out a survey immediately following the session. Consider asking questions like the following:
- Was the presentation engaging?
- Did you feel the training was worth your time?
- Can you apply what you learned to your job?
- Did you like the style or method of training?
- What would you change or improve for future training?
- What resources or support do you need to apply what you learned?
You can also track metrics such as participation rate, completion rate, and time spent on training (useful for self-directed online training courses).
Use the feedback to help you identify areas for improvement and consider possible changes for future iterations of your training program.
Level 2: Learning
Here you measure exactly what the employees learned (or didnât learn) in the training. To do this effectively, you should test your employees before and after the training to measure progress. You can use skills-based evaluations or interviews to record your findings.
Unlike simple or subjective reactions to the training, during this stage, youâll want to measure specific outcomes. Start by identifying what learning outcomes or results youâre aiming for in the training, then test for those outcomes before and after.
Level 3: Behavior
The next step is to gauge whether your training has impacted behavior. In other words, are your employees applying what they learned?
This process takes timeâafter all, it can take weeks or months for employees to build confidence or have the opportunity to apply their knowledge.
To measure behavior, conduct interviews, record observations on the ground, and provide opportunities (e.g., assign projects) for team members to apply the skills they learned in the training.
However, keep in mind that a lack of behavioral change doesnât necessarily mean the training was ineffective. Evaluate your current processes and cultural conditions in the business to ensure youâre building an environment that encourages learning and positive change.
Level 4: Results
The final step of the Kirkpatrick Model is measuring results. This is the stage where you evaluate how the behavioral changes impacted the business and whether your training investment resulted in a good ROI.
Using the Kirkpatrick Evaluation Model to design training
While the Kirkpatrick Evaluation Model is meant to help you improve existing training, you can also use it to start from scratch. Many trainers use the Kirkpatrick Evaluation Model backward as a guide for developing effective training. They begin by identifying the outcomes they hope to achieve from the training and use those desired results to design a program to achieve them.
However, when you identify the outcomes and metrics of success youâre aiming for in your training, you can design more effective programs with measurable results.
