| Kirkpatrick Model |
Donald Kirkpatrick (PhD) is known for his creation of learning measurement model. This model consists of 4 levels of learning. Kirkpatrick's first ideas were published in 1959. Donald J.Kirkpatrick is the board member of KnowledgeAdvisors. |
KnowledgeAdvsors solutions provide technologies suitable for Kirkpatrick Model and provide organizations measure their learning levels in reoccurring and practical way. |
According to this model, evaluation should always begin with level one, and then, should move sequentially through levels two, three, and four. Information from each prior level serves as a base for the next level's evaluation. |
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Corporate learning is more important than ever.
Return on investment for this costly program is critical. |
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| Kirkpatrick 4 Level Model |
Level 1- Reactions |
Per Kirkpatrick, "evaluating reaction is the same thing as measuring customer satisfaction. If training is going to be effective, it is important that students react favorably to it." |
Level 2- Learning |
Level Two is a 'test' to determine if the learning transfer occurred. Per Kirkpatrick, "It is important to measure learning because no change in behavior can be expected unless one or more of these learning objectives have been accomplished. Measuring learning means determining one or more of the following." |
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What knowledge was learned? |
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What skills were developed or improved? |
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What attitudes were changed? |
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Level 3- Behavior |
Level Three evaluates the job impact of training. "What happens when trainees leave the classroom and return to their jobs? How much transfer of knowledge, skill, and attitudes occurs?" Kirkpatrick questions, "In other words, what change in job behavior occurred because people attended a training program?" |
Level 4- Results |
Per Kirkpatrick, Level Four is "the most important step and perhaps the most difficult of all." Level Four attempts to look at the business results that accrued because of the training. |
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