LEVELS OF TRAINING IMPACT EVALUATION

MODEL – 1: THE KIRKPATRICK’S FOUR LEVEL APPROACH

LEVEL QUESTIONS
Were the participants pleased with the
1. Reaction
Programme?
What did the participants learn in the
2. Learning
Programme?
Did the participants change their behavior
3. Behavior
based on what was learned?
Did the change in behavior positively affect
4. Results
the organization?
MODEL-2: KAUFMAN’S FIVE LEVELS OF EVALUATION OF TRAINING
IMPACT
LEVEL EVALUATION FOCUS
Societal and client responsiveness, consequences
1. Societal outcomes
and payoffs
2. Organizational
Organizational contributions and payoffs
Output
Individual and small group (products) utilization
3. Application
within the organization
Individual and small group mastery and
4. Acquisition
competency
Methods, means, and process acceptability and
5. Reaction
efficiency
Availability and quality of human, financial and
6. Enabling
physical resources input
MODEL – 3: THE CIRO APPROACH TO EVALUATING TRAINING IMPACT

1. Context Evaluation

2. Input Evaluation

3. Reaction Evaluation

4. Outcome Evaluation
MODEL – 4: THE PHILIP’S FIVE LEVEL ROI FRAMEWORK TO
EVALUATE TRAINING IMPACT
LEVEL BRIEF DESCRIPTION
Measures participant’s reaction to the
1. Reaction and Planned action programme and outlines specific plans for
implementation

2. Learning Measures skill, knowledge or attitude changes

Measures change in behavior on the job and
3. Job Applications
specific application of the training material
4. Business Results Measures business impact of the programme

Measures the monetary value of the results

5. Return on Investment and costs for the programme, usually
expressed as a percentage.