Design and evaluate successful training courses using the Kirkpatrick Model ‣ Michael John Johns

Today, I want to talk about a popular model for you to evaluate your training courses: the Kirkpatrick Model.

The Kirkpatrick Model is a four-level framework that helps you measure the impact of your training program on your learners and your organisation. The four levels are:

The kirkpatrick model pyramid diagram. The 4 levels are:

Reaction: how did the learners feel about the training?
Learning: what did the learners learn from the training?
Behaviour: how did the learners apply what they learned on the job?
Results: what were the outcomes of the training for the organisation? — The 4 levels of the Kirkpatrick Model of Evaluating Learning.

The Kirkpatrick Model is useful because it helps you identify the strengths and weaknesses of your training program and provides you with evidence to show its value and effectiveness.

Let’s look at an example of how you can use the Kirkpatrick Model to evaluate an online induction course for onboarding new employees to a tyre company.

Common mistakes in using the Kirkpatrick Model

Some common mistakes when using the Kirkpatrick Model are:

Focusing only on reaction: Some organisations focus only on the reaction level of Kirkpatrick’s model and do not measure the other levels. This can lead to an incomplete picture of the effectiveness of the training program.
Not using clear and measurable objectives: If your objectives are not clear and measurable, it will be difficult to evaluate the effectiveness of your training program.
Not collecting data at each level: Collecting data at each level of Kirkpatrick’s model is important to get a comprehensive view of the effectiveness of your training program.
Not using multiple methods to collect data: Using only one method to collect data can lead to biased results. It is important to use a variety of methods to collect data.
Not analysing and interpreting data: Collecting data is not enough. You need to analyse and interpret the data you collect to identify areas for improvement.
Not using the results to improve your training program: The purpose of evaluating your training program is to identify areas for improvement. If you do not use the results of your evaluation to make improvements, you are missing an opportunity to enhance your training program.

Best practices for using Kirkpatrick’s model

Start with the end in mind: Before you begin designing your training program, identify what you want to achieve and how you will measure success.
Use clear and measurable objectives: Make sure your objectives are specific, measurable, achievable, relevant, and time-bound (SMART).
Collect data at each level: Collect data at each level of Kirkpatrick’s model to get a comprehensive view of the effectiveness of your training program.
Use multiple methods to collect data: Use a variety of methods to collect data, such as surveys, questionnaires, interviews, observations, and tests.
Analyse and interpret data: Analyse and interpret the data you collect to identify areas for improvement.
Use the results to improve your training program: Use the results of your evaluation to make improvements to your training program.

I hope this blog post has given you some insights into how to use the Kirkpatrick Model to evaluate your training courses. If you have any questions or comments, please feel free to send me an email at [email protected]. Thanks for reading!

Want to know more?

Read the book at your local library or view the many videos available online.

A good summary by Devlin Peck

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