Kirkpatrick Model of Training Evaluation

The Kirkpatrick model is one of the most widely used framework for evaluating the effectiveness of training programs.It was introduced by Donald Kirkpatrick in the 1950s and has since undergone several reasons and updates. The model consist of four levels of evaluation: 1.Reaction:This level evaluation the learners immediate reaction to the training program.Did they find it engaging, relevant and useful? This level is often measured through surveys or feedback forms. 2.Learning:This level evaluates the extent to which learners have acquired mew knowledge,skills ,or attitude as a result of the training program.This level is often measured through quizzes,tests, or other forms of assessment. 3.Behaviour:This level evaluates the extent to which learners have applied their new knowledge,skills ,or attitude on the Job.This level is ofter measured through observation, interviews, or self-reporting. 4.Results:This level evaluates the impact of the training program on organisational goals and objectives.This level is often measured through metrics such as productivity, quality or customer satisfaction. Each level buils upon the previous level ,and evaluation at each level requires increasingly more time ,effort ,and resources. However, evaluating at all four levels provides comprehensive picture of the effectiveness of a training program and help identify area of improvement. One of the strengths of the Kirkpatrick model is its flexibility.It can be applied to a wide range of training programs, from in person workshops to e-learning modules. Additionally it can be customised to fit the specific needs and goals of an organisation. In conclusion,the Kirkpatrick model is a valuable framework for evaluating the effectiveness of the training programs.By evaluating at all four levels, organisations can ensure that their training programs are meeting their objectives and driving results.