Kirkpatrick's Four Level of EValuation

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Kirkpatrick's Four Level of EValuation by Mind Map: Kirkpatrick's Four Level of EValuation

1. Level 1: Reaction

1.1. To what degree the participants react favorably to the training

1.2. This level is important because it helps to understand how well the training was received by the participants.

1.3. The objective is straightforward, it evaluates how individuals react to the training model by asking questions that establishes the trainees’ thoughts

1.4. The participants’ responses is essential for determining how invested they will be in learning the next level

1.5. Questions will figure out if the participant enjoyed their experience and if they found the material in the program useful for their work.

1.5.1. Did the participants enjoy the training?

1.5.2. Did they consider the training relevant to their job responsibilities?

1.5.3. Was the training a valuable use of their time?

1.5.4. Did they find the material useful?

1.5.5. Did they find the instructor knowledgeable?

1.5.6. Did the session accomplish its objectives?

1.5.7. Did they like the venue and presentation style?

1.5.8. Did the training session accommodate their personal learning style?

1.5.9. Did the session move at a good pace?

1.5.10. Did they feel they had the opportunity the practice a new skill or demonstrate their knowledge?

1.6. This particular form of evaluation is typically referred to as a “smile sheet.”

2. Level 2 : Learning

2.1. Measures what the participants have learned as a result of the training.

2.1.1. New skills / knowledge / attitudes?

2.1.2. What was learned?

2.1.3. What was not learned?

2.2. Evaluating at this level is meant to gauge the level participants have developed in the following :

2.2.1. skills

2.2.2. knowledge

2.2.3. attitude

2.3. A good way of assessing this is with 2 quizzes

2.3.1. at the beginning of the courses

2.3.2. at the end of the courses

2.4. Ask questions about the same topics, and see if learners are answering more questions correctly after their training.

2.4.1. If they answer the questions correctly, it would suggest that they did learn.

2.4.2. if otherwise then something about your learning material is clearly not doing its job.

2.5. This can be a helpful method of evaluation, as it can give you specific information.

2.6. If all your learners are getting questions about a specific topic wrong, it might be time to look again at how you’re teaching that topic

2.6.1. What about it is unclear?

2.6.2. How could you better present it so your learners take the knowledge on board?

3. Level 3 : Behaviour

3.1. How much participants have changed their behavior as a result of the training they received.

3.2. Designed to determine if the newly acquired skills, knowledge, or attitude are being used in the everyday environment of the learner.

3.3. At this level, we not only want to find out if the desired behavior change occurred, but if it did not occur, we also want to find out why the change did not occur.

3.4. Information generally sought include:

3.4.1. Did the learners put their learning into effect back on the job?

3.4.2. Are the learners aware that they have changed their behavior?

3.4.3. Was there noticeable and measurable change in the activity and performance of the participants in their job roles?

3.4.4. Are the learners able to teach their new knowledge, skills, or attitudes to other people?

3.4.5. Was the change in behavior sustained over time?

3.4.6. Was the change in behavior supported by others in the organization?

3.5. Note that just because behavior has not changed does not mean that the training was ineffective.

4. Level 4 : Results

4.1. Commonly regarded as the primary goal of the program

4.2. This final level determines the overall success of the training model by measuring following factors :

4.2.1. lowered spending

4.2.2. higher returns on investments

4.2.3. improved quality of products

4.2.4. less accidents in the workplace

4.2.5. more efficient production times

4.2.6. a higher quantity of sales.

4.3. The most challenging of the evaluations

4.4. It is difficult to establish conclusive evidence that a training program was an essential piece in producing the desired outcomes.