To evaluate the effectiveness of professional training, it’s essential to assess it. Various methods and techniques are used for training evaluation, and one of the most popular is the Kirkpatrick Model. Lemon Learning takes a closer look at this evaluation technique and its importance.
The Kirkpatrick Model is a training evaluation method introduced in 1959 by Donald Kirkpatrick, a former professor emeritus at the University of Wisconsin. Since its inception, this model has evolved significantly, thanks to modifications by its creator and his colleagues. The current version of the Kirkpatrick Model was made public in 2016.
The Kirkpatrick Model is based on a hierarchy of concepts that measure the effects of learning on participants and the companies that employ them. It is simple to understand and apply in real-world situations.
Donald Kirkpatrick highlighted four main levels for evaluating training according to his model:
Level 1: Reaction
The reaction stage involves measuring or studying participants’ feelings following the training. Typically, a satisfaction questionnaire is used. The results help trainers understand the relevance of their teaching and identify areas for improvement.
Level 2: Learning
This level measures the skills and behavioral changes acquired during the training. Trainers assess participants directly through exams or short quizzes.
Level 3: Behavior
The first two levels (reaction and learning) do not analyze the effectiveness of the training in a real work environment. The third level addresses this by testing the application of skills acquired during the training. This stage can take time, as the situations requiring these skills may occur weeks or months later.
Level 4: Results
The final level evaluates the training’s impact based on its initial objectives. Trainers measure how the training has affected company operations and performance.
Since January 2017, following the implementation of the March 5, 2014, law on professional training in France, funders and sponsors must evaluate training programs. Training providers and professional trainers need to certify the effectiveness of their teaching through evaluations.
Evaluating training measures its impact on trainees and their professional activities. Identifying the strengths and weaknesses of training provides a basis for improvement.
Without evaluation, it is impossible to determine if the training met its objectives. Ineffective training can waste resources, time, and money, leading to unmet goals and no return on investment. Learners may quickly disengage if they do not see the training’s effectiveness, causing a loss of motivation among staff for future training.
Given the rapid evolution of the IT field, the Kirkpatrick Model is particularly useful for ensuring relevant training. It adapts well to all training areas, including IT, regardless of whether the training is online or in person, long-term or short-term.
To use the Kirkpatrick Model effectively, start by defining the goals you want to achieve. Design the training based on the expected results and use each evaluation level to ask the appropriate questions and prepare tests.
Regular reviews are necessary to keep training relevant. Incorporate new training technologies, such as virtual reality (VR) or artificial intelligence (AI), and ensure trainers continuously improve their skills and knowledge.
The Kirkpatrick Model has some limitations. It focuses solely on the training action and participants, neglecting the overall training system and the cost of non-training. It is also oriented towards post-training evaluation, not considering the preparation and implementation phases. Ensuring participants have the necessary prerequisites and evaluating progress during training can help mitigate these limitations.
By using the Kirkpatrick Model, you can better evaluate your training programs and enhance their effectiveness.