OUTCOMES USED IN

TRAINING EVALUATION
Kirkpatrick's Four Level Evaluation Model
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Level 1
Reaction

Level 2
Learning

Level 3
Behavior

Level 4
Results
 Level 1: Reaction
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To what degree participants react

favorably to the learning event
Immediately after the training
Through a questionnaire
Identifying trainee’s satisfaction
with
 Instructor
 Training material
 Training administration
 Sample Reaction Measure
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 The facilities and equipment made it easy to learn

 The training met all the stated objectives
 The material I received during the training was useful
 The instructor was knowledgeable about the training
content
 The instructor was well prepared
 I learnt a lot from this training
 What I learnt from this training is useful to my job
 Overall, I am satisfied with the training

Strongly Disagree Disagree Neither Agree Strongly Agree

1 2 3 4 5
 Level 2: Learning
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To what degree participants acquire the intended

knowledge, skills and attitudes based on their
participation in the learning event
Degree to which participants are familiar with the
facts, techniques
Before and After
Tests and Quizzes
Demonstration
Role play
 Level 3: Behavior
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 To what degree participants apply what they learned during training

when they are back on the job
 Doing things differently at work
 Stakeholders
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Participants: Measure their skills, knowledge,

attitudes and application of these.
Participants’ managers: Obtain data or perceptions
on what has changed and what gaps still exist.
 Have the participants gotten better at their jobs? How?
 Do they show a better or different attitude?
 Do they work more efficiently?
Participants’ co-workers: Obtain data or perceptions
on employee performance, teamwork, attitude, etc.
 Stakeholders (contd.)
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Participants’ supervisees:
 Does the participant show a better attitude?
 Does the participant work more efficiently?
 Is he or she a better manager or communicator?
Clients/Customers:
 Are they satisfied with service, products or the availability of
projects?
Other:
 How many items are produced and how long it takes to produce
them?
 Were they produced on time?
 Were they produced correctly?
 Level 4: Results
To what degree targeted outcomes occur, as a
result of learning event(s) and subsequent
reinforcement
Determining the training’s payoff to the
organization

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 Outcome Based Model

Reaction Outcomes
Learning / Cognitive Outcomes
Skill Based Outcomes
Affective Outcomes
Results
Return On Investment
 Reaction Outcomes

Refers to trainee’s perception of the program including the

facilities, trainers and content
Also called class /instructor evaluations
Items related to
Trainer’s preparation,
 Delivery,
 Presentation style,
 Ability and willingness to answer questions,
 Use of visual aids,
 Organization of training content,
 Ability to stimulate trainee’s interest in the course.
Reaction outcomes are level 1 criteria in Kirpatrick’s
framework.
Collected via a questionnaire
Can include open ended questions too that can
provide detailed suggestions about how to improve
program design and delivery.
Reactions are useful for identifying what trainees
thought was successful or what inhibited learning
 Learning or Cognitive Outcomes

 Used to determine the degree to which trainees are familiar

with the principles, facts , techniques, procedures and
processes emphasized in the training program.
 Level 2 criteria in Kirpatrick’s framework.
 Paper or pencil test / self assessment used to assess cognitive
outcomes.
 Self assessment- learner’s estimate of how much they know or
have learned from training.
 Quizzes preferred than self-assessments because self
assessments are influenced by how much the learners liked the
course or were motivated to learn rather than what they
actually learned.
 Behaviour and Skill based outcomes

Used to assess the level of technical or motor skills and behaviours.

Include acquisition or learning of skills(skill learning) and use of
skills on the job( skill transfer)
Relates to Kirpartick’s level 2 (learning)and level 3(behaviour).
Skill learning can be evaluated by observing performance in work
samples
Skill transfer determined by observation- resident medical student
doing a surgery with the surgeon carefully observing.
Skill or behaviour rating collected from managers, subordinates,
peers along with self ratings.
This is done so as to avoid only self rating which will result in
inaccurate positive assessment of skill or behaviour.
 Affective Outcomes

Includes attitudes and motivation.

Includes- employee engagement, motivation to
learn, safety attitudes, customer service orientation.
Measured using surveys
Relates to Kirpatrick’s level2(learning), level 3
( behaviour) or level 4 (Results)
 Results

Used to determine the training program’s payoff for

the company.
Result outcome may be in the form of
Increased production
Reduced cost
Reduced accidents
Improvements in product quality or customer
service
They are level 4( results) in Kirpatrick’s framework.
 ROI

Refers to comparing the training’s monetary benefits

with the cost of the training.
Referred to as level 5evaluation.
Can be communicated as either ratio or percentage.
Suppose a new training program provides a benefit
of Rs 1, 50,000 and the total cost of implementing
the program is Rs 50,000
ROI= ( 1,50,000-50,000)/50,000 * 100
= 200 percent.
ROI = 2:1 ie the company gets a benefits of Rs 2 for
ever rupee spent.
Benefits- value that the company gains from the
training program.
Direct cost- salaries and benefits of employees directly
involved in the training program, program and supplies
materials, rentals or purchases, travel costs etc.
Indirect cost- general office expenses, admin and
support staff salaries. Not directly related to design,
development and delivery of the training program.