Más contenido relacionado



  1. Kirkpatrick Model of Training Evaluation
  2. 2 Donald Kirkpatrick  Developed the model in 1959  Used to assess effectiveness of training in business & industry  It is considered the gold standard for evaluating the effectiveness of learning  Four levels of evaluation: Reaction, Learning ,Behavior & Results
  3. 1.Reaction  The first level is learner- focused. It measures if the learners have found the training to be relevant to their role, engaging, and useful.  Surveys, Questionnaires, Interviews, Smile sheets 3
  4. 2.Learning  This level focuses on whether or not the learner has acquired the knowledge and skills that the training program is focused on.  Quizzes/Tests, Interviews, Discussions, Observations  Pre-learning and Post-learning assessments to identify accuracy and comprehension 4
  5. 3.Behavior  This level analyses whether participants were truly impacted by the learning and if they’re applying what they learn  Surveys, Observation, work review, 360-degree feedback.  Allow enough time to assess/evaluate the learners. 5
  6. 4.Results  This level measures the success of the training program based on its overall impact on business.  Key Performance Indicators(KPIs)  It is difficult to clearly and with 100% accuracy link a particular training to business results 6
  7. 7 Behavior Outline of the Levels
  8. Beginning at the end 8  Modern trainers often use the Kirkpatrick model backward, by first stating the results that they want to see, and then developing the training that's most likely to deliver them.  This helps to prioritize the goals of the training and make it more effective.
  9. Fifth level 9
  10. 10 Thank you!