KIRKPATRICK

The Kirkpatrick Model is the worldwide standard for evaluating the effectiveness of training. It consider the value of any type of training, formal or informal across four levels

Dr Donald Kirkpatrick

March 15, 1924 - May 9, 2014

He was Professor Emeritus at the University of Wisconsin and Chairman of Kirkpatrick Partners

Dr Donald Kirkpatrick was the creator of the Kirkpatrick Model

The four levels were developed in the writing of his Ph. D "Evaluating a Human Relation Training Program for Supervisor"

In Industry, served as Training Director for International Minerals and Chemical Corp and Human Resources Manager of Bendix Product Aerospace Division

Sources: www.kirkpatrickpartners.com

Why it is important?

• To improve the program
• To maximize transfer of learning to behavior and subsequent organizational result
• To demonstrate the value of training to organization

OBJECTIVES

•Increased employee retention.

•Increased production.

•Higher morale.

•Reduced waste.

•Increased sales.

•Higher quality ratings.

•Increased customer satisfaction.

•Fewer staff complaints.

FIRST QUESTION

WHAT IS KIRKPATRICK MODEL?

Useful?

Valuable?

Useful?

Enjoyed?

Relevant?

Intent to use?

Ease and comfort?

EVALUATION TOOLS FOR

LEVEL 1: REACTION

• typically 'happy sheets'
• Body language based on the training experience
• verbal feedback
• post-training surveys or questionnaires
• online evaluation or grading by delegates

EVALUATION TOOLS FOR

LEVEL 1: REACTION

RELEVANCE AND PRACTICABILITY

• Can be done immediately the training ends
• Very easy to obtain reaction feedback
• Feedback is not expensive to gather or to analyze
• Important to know that people were not upset or disappointed
• Important that people give a positive impression when relating their experience to others who might be deciding whether to experience same

EXAMPLE

EXAMPLE

Sources: www.teamworkbound.com

Skills

EVALUATION TOOLS FOR LEVEL 2: LEARNING

• Assessments or tests before and after the training
• Methods of assessment need to be closely related to the aims of the learning
• Hard-copy, electronic, online or interview style assessments
• Observation

EVALUATION TOOLS FOR LEVEL 2: LEARNING

example

Post-learning Score minus Pre-learning Score / Maximum Score minus Pre-learning Score) X 100

For example, if the pre-learning score was 50, the post-learning score is 80, and the maximum score is 100, then you get the following:

((80-50) / (100-50)) x 100 = (30 / 50) x 100 = 60%

This shows that there was a 60% learning gain.

Sources: www.trainingcheck.com

RELEVANCE AND PRACTICABILITY

• Relatively simple to set up, but more investment and thought required than reaction evaluation
• Highly relevant
• Individuals take the test or evaluation prior to the training (pre-test) and following training (post-test) to figure out how much the participant comprehended.

EXAMPLE

Sources: www.phf.com

Performer often return from trainings motivated but behavior is not applied back at the workplace

WHY?

Training does not meet job requirement

WHY?

Length of time between learning and application

Lack of support from management or work enviroment

EVALUATION TOOLS FOR

LEVEL 3: BEHAVIOR

• observation
• interview over time to assess change
• 360-degree feedback
• On the job testing

EVALUATION TOOLS FOR

LEVEL 3: BEHAVIOR

RELEVANCE AND PRACTICABILITY

Behavior change evaluation is possible given good support and involvement from line managers or trainees

it is helpful to involve them from the start, and to identify benefits for them, which links to the level 4 evaluation below

IMPACT DATA

Employee satisfaction

Turnover rates

Sales volume

IMPACT DATA

Output/productivity

Number of accidents

Number of customer complaint

EVALUATION TOOLS FOR LEVEL 4: RESULT

OVERVIEW

ROI is the ultimate level of evaluation.

It compares the monetary benefits from the program with the program costs.

Although the ROI can be expressed in several ways, it is usually presented as a percentage or cost/benefit ratio. (Phillips, 2005)

HOW TO CALCULATE ROI?

BCR = Total Program Benefits/ Total Program Costs

A sales training program delivered to 34 retail sales associates results in an increase in sales contributing an increase in profits to the organization of $120,000 per year. The total cost of the program was $90,000.

The benefit cost ratio is

BCR = $120,000/ $90,000

= 1.33:1

In other words, for every $1.00 spent on the training program, $1.33 is returned.

Sources: www.buscouncil.ca

Planning the Training Program

Step 1: (Level 4: Result)

Determine what success will look like

Step 2: (Level 3: Behavior)

Determine critical behaviors and organizational drivers required to achieve that success

Step 3: (Level 2: Learning)

Determine the required Knowledge, Skills and Abilities needed for performing the new on the job behaviors

Step 4: (Level 1: Reaction)

Determine the learning enviroment and conditions that will support learning effectiveness and enjoyment

Step 5:

Design and build the training program to achieve targeted outcomes

Step 6:

Deliver the training program

Sources: www.dashe.com

EMIRATES AIRLINES

Sources: Kirkpatrick's Four Levels of Training Evaluation (Book) By James and Wendy Kirkpatrick