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Donald Kirkpatrick and the Four (or Five) Levels of

Learning

ReactionDonald L. Kirkpatrick’s methodology for evaluating the ROI, effectiveness and impact of training starts with ‘reaction’:

• What did you participants think and feel about the training given?

• Did they feel it to be beneficial to their knowledge or job performance?

• Did the training raise employee morale?

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LearningThe second level looks at evaluating the learning of new skills as they happen:

• Is there a resulted increase in knowledge and/or skills and a change in attitude?

• Does the training offer demonstrations of how to implement what has been learned, either in the form of a test or participation exercise?

• Does the employee have the adequate resources in order to maintain and improve on the knowledge they have gained?

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Behaviour Level 3 of Kirkpatrick’s methodology looks at changes in the behaviour of employees both before and after training:

• Is there a transfer of knowledge, skills and/or attitudes from the classroom to the job?

• Have you observed a positive change in job performance in the 3-6 months since training?

• Are employees more positive about their work?

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ResultsLevel 4 looks at the most important part – the results:

• Has the attendance and participation in a training program had any noticeable results?

• Are these results of a monetary or performance-based nature?

• Has the training resulted in the motivation of your employees?

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But there’s more…

Return on InvestmentWhilst Kirkpatrick’s original model is quite concise, it has remained largely unchanged since the 1950s, and was updated by Dr. Jack Phillips to include ROI in order to:

• Quantify the performance improvements

• Quantify the financial benefits

• Compute investment returns

• Make informed decisions based on quantified benefits, returns and percentage return comparisons between learning programs

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