More on Learning Evaluation (using Kirkpatrick model)

Introduction
Kirkpatrick model is well-known to ongoing analysing and evaluating the results of training and educational program; it uses 4 levels of learning evaluation, starting with 1 and progressing to 4.

 (source: Serhat Kurt, 2018)

Level 1 - reaction (it measures how participants react to the training like degree of satisfaction, material gained of value, etc.
Some examples of questions that can be used at level 1:
- Are you happy with the trainer(s)?
- Does the training meet your needs?
- Are you happy with the material provided, like handouts, etc?
- What parts of the training were beneficial?
- What parts of the training needs improving?
- Any other comments to improve the training?
Level 2 - learning (it analyses what was truly understood from the training like increasing knowledge, skills or experience, mindset, etc; use a pre-test at the start of the training with ongoing evaluating during the training, especially at the end, ie post-test to determine how much the participants have comprehended)
Level 3 - transfer (measures what they utilise from the training at work like changing behaviours, knowledge, mindset, skills, etc;
"...testing at this level is challenging since it is generally impossible to anticipate when a person will start to properly utilise what they've learnt from the program, making it more difficult to determine when, how often, and exactly how to evaluate a participants post-assessment..."
Serhat Kurt, 2018
Normally this stage 3 to 6 months after the training
Some questions to help evaluate this level
- What learnt knowledge and gained skills were utilised in the organisation?
- How were learnt knowledge and gain skills integrated into the organisation?
- What key performance indicators are going to be measured and are part of the evaluation?
NB Need to separate opinion. like self-assessment, etc, from fact)
Level 4 - results (determines if the training had a positive impact on the business and/or organisation; determining whether the results of a training program are linked to better financial performance is not easy, ie need a control group as a basis for comparison; use key performance indicators.)
Data from previous levels provide the basis for evaluating the next levels; as you progress to different levels, each evaluation is more time-consuming and demanding.