Professional Documents
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Kirkpatrick
Kirkpatrick
Reaction
Learning
Behavior
Results
All about Kirkpatrick
In 1959, Kirkpatrick wrote four articles describing
the four levels for evaluating training programs.
He was working on his dissertation for a Ph.D.
when he came up with the idea of defining
evaluation.
Evaluation, as according to Kirkpatrick, seems to
have multiple meanings to training and
developmental professionals. Some think
evaluation is a change in behavior, or the
determination of the final results.
All about Kirkpatrick
(continued)
Kirkpatrick says they are all right, and
yet all wrong. All four levels are
important in understanding the basic
concepts in training. There are
exceptions, however.
Kirkpatrick: Evaluating
Training Programs
1. Determine needs
2. Set objectives
3. Determine subject content
4. Select qualified applicants
5. Determine the best schedule
The Ten Factors of Developing
a Training Program
6. Select appropriate facilities
7. Select qualified instructors
8. Select and prepare audiovisual
aids
9. Co-ordinate the program
10. Evaluate the program
Reasons for Evaluating
Kirkpatrick gives three reasons ‘why’
there is a need to evaluate training:
1.“To justify the existence of the
training department by showing how
it contributes to the organizations’
objectives and goals.”
Reasons for Evaluating
Reaction
Learning
Behavior
Results
“The Four Levels represent a
sequence of ways to evaluate
(training) programs….As you move
from one level to the next, the
process becomes more difficult and
time-consuming, but it also provides
more valuable information.”
(Kirkpatrick, 1994, pg. 21)
Reaction:
Desire to change
Knowledge of what to do and how to do it
Work in the right climate
Reward for (positive) change
When all conditions are met,
the employee must:
When to evaluate
How often to evaluate
How to evaluate
Guidelines for evaluating
behavior:
Use a control group
Allow time for change to occur
Evaluate before and after
Survey/interview observers
Get 100% response or sampling
Repeat evaluation, as appropriate
Consider cost versus benefits
Results
INTEL CORPORATION
Intel’s Compromise
of the Kirkpatrick Model
Intel uses the four-level model as an
analysis instrument to determine the
initial training needs and design of its
training program; as well as using the
model for evaluations.
Intel’s Compromise
of the Kirkpatrick Model
Their uniqueness of using the model
is in the fact that the designers of
the training program worked
backwards in the analysis of the
training, starting with Level Four.
The Model