Kirkpatrick Training Evaluation Model.

Donald L Kirkpatrick Training Evaluation model also called the 4 levels of Training Evaluation Model is the most widely used method of evaluating the training Programs in the organisations .Kirkpatrik's model is now considered the industry standard across HR and Training communities .

According the Kirkpatrick any Training program should be measured under the below 4 parameters from the students ::

1) Reaction from the students
2) Learning
3) Behaviour
4) Result

REACTION :: This parameter measures how do the participants react to any training program.Their instant reaction about a training program .This cud be measured by verbal reaction or feedback forms just after the session . Such a reaction is easy & quick to obtain and also is inexpensive .

LEARNING :: This parameter measures what has been the learning after the training program .Whether the participants feel that their knowledge has increased after the session . This can be measured by filling the assessment sheets just before and after the program or by doing interviews or by simple observation or by asking question from the participant immediately after the class .

BEHAVIOUR :: Behaviour can be measured when the trainee appliees the learning back on his job .Observation & interview over time are required to assess change and relevance of change .Measurement of behaviourial change requires coperation and support of Line Managers .

RESULT :: Result evaluation is the effect on the business or the environment resulting from an improved performance by the trainee .Measures would typically be business or organisational key performance indicators, such as:Volumes, values, percentages, timescales, return on investment, and other quantifiable aspects of organisational performance, for instance; numbers of complaints, staff turnover, attrition, failures, wastage, non-compliance, quality ratings, achievement of standards and accreditations, growth, retention, etc.
It is possible that many of these measures are already in place via normal management systems and reporting.The challenge is to identify which and how relate to to the trainee's input and influence.Therefore it is important to identify and agree accountability and relevance with the trainee at the start of the training, so they understand what is to be measured .