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Kirkpatrick's levels of evaluation
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  Kirkpatrick's levels


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Kirkpatrick's levels of evaluation are the most influential and most used approach for evaluating training, according to Goldstein & Ford (2002). 

The four levels are:
  • Reaction: Trainees' opinion of the training program.
  • Learning: An objective, quantifiable measure of how well trainees have learned the principles, facts, techniques and attitudes specified as training objectives.
  • Behavior: How well behaviors learned in training are performed on the job. 
  • Results: How well training relates to important organizational objects such as reducing costs, turnover, absenteeism or grievances or improving morale (Kirkpatrick, 1959, 1960; in Goldstein & Ford, 2002).

According to Goldstein and Ford (2002), Kirkpatrick updated his model in 1994. In a 1996 review of his model, Kirkpatrick provided guidelines for implementing each of the four levels (Kirkpatrick, 1996).


Related


References
Goldstein, I.L., Ford, J.K. (2002). Training in organizations (Fourth edition). Belmont, CA: Wadsworth, Cengage Learning.

Kirkpatrick, D. L. (1959, 1960). Techniques for evaluating training programs. Journal of the American Society of Training Directors, 13, 3-9, 21-26: 14, 13-18, 28-32.

Kirkpatrick, D. L. (1994). Evaluating training programs: The four levels. San Francisco: Berrett-Koehler.

Kirkpatrick, D. L. (1996). Great ideas revisited. Revisiting Kirkpatrick's four-level model. Training and Development, 50, 54-59.
Read a practice exam essay in response to the question:

"Critically evaluate the Kirkpatrick model of training evaluation in terms of its value to the practitioner. Does any alternative model of training evaluation offer better guidance?"

Exam essay practice answer