It is important to evaluate the success and effectiveness of your courses so that you could make

improvements on an ongoing basis. When you assess a training program, you can determine whether
it’s producing the outcomes you want to see. Regularly evaluating your training programs helps you
identify where the training might be falling short or not engaging learners. By addressing these areas,
employees will get more out of corporate training to improve performance.

The Kirkpatrick Model is probably the best known model for analysing and evaluating the results of
training and educational programs. It takes into account any style of training, both informal or formal, to
determine aptitude based on four levels criteria.

Level 1 Reaction measures how participants react to the training (e.g., satisfaction?). Level 2 Learning
analyses if they truly understood the training (e.g., increase in knowledge, skills or experience?). Level 3
Behaviour looks at if they are utilizing what they learned at work (e.g., change in behaviours?), and Level
4 Results determines if the material had a positive impact on the business / organization.

Level -1 : Reaction

The 1st level if Kirkpatrick plays an important role in analysing the results right after the training.

As soon as we finished the training the trainers should ask the participants/candidates whether they
have understood or not. Or else they can also find out through their body language and responses to the
questions. Participants satisfaction is more important here. Getting feedbacks from the students can
make the trainee as well as the trainers feel good.

Activities for level one:

The trainers can ask questions to know their satisfaction and reactions about the course.

The questions such as :

1. Have they understood the concept?

2. Does it worth of attending the training?

3.which concept is interesting and how will they apply in their field?

4. Does the training meet the student's need?

5. Are they happy with the training?

And so on. It's better to get written feedback so that the trainers can use it for further classes.
Level -2 Learning :

Level 2 focus on measuring what your trainees have and haven't learnt. This level shows their skills,
attitudes and confidence. Most important thing in this level is, the trainers should have examine the
trainees skills and knowledge before and after the course. So that they can know how much they have
learnt.

Activities for level Two:

1. Conducting Mcq's on course materials.

2. Asking few techniques of teachings.

3. Asking any of the theories from course.

By these activities, the trainers can observe the trainee's communication, confidence and knowledge on
the course.

Level -3 Behaviour :

The level 3 aims to find out the transformation of the trainee in the workplace.

The trainers need to figure it out whether the trainee’s have used the learning, knowledge, mind-set and
so on skills that taught in their workplace.

Evaluation strategies for level 3 :

1. Getting feedback from their higher officials.

2. Directly observing them.

3. Interviewing the trainees

4. Are they aware of the positive behavior on their field.

5. Colleague observation.

Level – 4 Results:

Level 4 is fully based on above 3 levels.. This level measures the out come of the training. Once the
trainee is completed their trainings it’s must to the trainers to know whether they implementing the
whole training on their field. Through this level we can know their performance and achievement level.

Evaluation strategies for level 4:

1.Examining the performance of the trainee.

2.Finding their achievements.

3.Check whether being better than the peers or not.