Kirkpatrick’s Model of Training Evaluation

published initially in four articles in 1959. Kirkpatrick's purpose for proposing his new model was to motivate training directors to see the imporance of evaluation and to increase their efforts to evaluate their training programs. (Reiser & Dempsey, 2007, p. 97)Level 1: ReactionLevel 2: LearningLevel 3: Behavior (Transfer of Training)Level 4: Results

first level of Kirkpatrick's 4-level model of training evaluationThe first level of evaluation is the assessment of learners' reaction or attitudes toward their learning experience. (Reiser & Dempsey, 2007, p. 98)

second level of Kirkpatrick's 4-level model of training evaluationIn level 2 evaluation, the goal is to determine what the participants in teh training program learned.

By "learning" Kirkpatric (1998) has in mind "the extent to which participants change attitudes, improve knowledge, and/or increase skill as a result of attending the program" (Reiser & Dempsey, 2007, p. 98)

Third level of Kirkpatrick's 4-level model of training evaluationHere the evaluator's goal is to determine whether the training program participants change their on-the-job behavior (OJB) as a result of having attended and participated in the training program. (Reiser & Dempsey, 2007, p.99)

fourth level of Kirkpatricks 4-level model of training evaluationHere the evaluator's goal is to find out if the training leads to "final results," including but not limited to financial results such as a positive return on investment. (Reiser & Dempsey, 2007, p.

99)

published the 4-level evaluation model