Kirkpatrick+Four+Level+Evaluation+Model

Kirkpatrick Four Level Evaluation (a process to judge the learning process) 1. Reaction- How well did the learners like the learning process? 2. Learning- What did they learn? 3. Behavior- What changes in the job performance resulted from the learning process. 4. Results- What are the tangible results of the learning process in terms of reduced cost, improved quality, increased production, efficiency.
 * Determine what you want to find out.
 * Design an evaluation form
 * Encourage written comments
 * Develop an acceptable standard.
 * Identifies opportunities for improvement.
 * Measure reactions against the standard.
 * Tie to specific objectives of the program.
 * Measure knowledge and or attitudes before and after training.
 * Use performance skills for skills.
 * If possible, use a control group that does not receive training with those who do.
 * Looks at the benefit of the change. Or, evaluate if change did not occur.
 * Did it transfer into daily activities?
 * Evaluate before and after training.
 * Allow 3-6 months for the behavior to change.
 * Survey or interview the trainee and/or supervisor.
 * Use control group if possible to determine changes between those who got training and those who did not.
 * Measure before and after training.
 * Allow time for results to take place.
 * Repeat
 * Evaluate cost.

Now, there is a fifth level ROI.

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