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Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin (where he achieved his BBA, MBA an
Donald Kirkpatrick was president of the American Society for Training and Development (ASTD) in 197
Donald Kirkpatrick's 1994 book Evaluating Training Programs defined his originally published ideas of
More recently Don Kirkpatrick formed his own company, Kirkpatrick Partners, whose website provides
reaction of student - what they thought and felt about the training
learning - the resulting increase in knowledge or capability
behaviour - extent of behaviour and capability improvement and implementation/applica
results - the effects on the business or environment resulting from the trainee's perform
All these measures are recommended for full and meaningful evaluation of learning in organizations
Quick Training Evaluation and Feedback Form, based on Kirkpatrick's Learning Evaluation Model - (Ex
Level of effort
required to make the
most of the learning.
Perceived
practicability and
potential for applying
the learning.
2. Learning evaluation Typically assessments or
Learnin is the measurement of tests before and after the
g the increase in training.
knowledge or
intellectual
capability from
before to after the
learning experience:
Hard-copy, electronic,
online or interview style
assessments are all
possible.
3. Behaviour Observation and interview
Behavi evaluation is the over time are required to
our extent to which the assess change, relevance of
trainees applied the change, and sustainability
learning and of change.
changed their
behaviour, and this
can be immediately
and several months
after the training,
depending on the
situation:
Self-assessment can be
useful, using carefully
designed criteria and
measurements.
4. Results evaluation It is possible that many of
Results is the effect on the these measures are already
business or in place via normal
environment management systems and
resulting from the reporting.
improved performance
of the trainee - it is
the acid test.
Since Kirkpatrick established his original model, other theorists (for example Jack Phillips), and indeed
Learning evaluation is a widely researched area. This is understandable since the subject is fundamen
While Kirkpatrick's model is not the only one of its type, for most industrial and commercial applicatio
For reference, should you be keen to look at more ideas, there are many to choose from...
isconsin (where he achieved his BBA, MBA and PhD), first published his ideas in 1959, in a series of articles in th
y for Training and Development (ASTD) in 1975. Kirkpatrick has written several other significant books about tra
ams defined his originally published ideas of 1959, thereby further increasing awareness of them, so that his th
Kirkpatrick Partners, whose website provides information about their services and methods, etc.
uation model
lly measure:
ngful evaluation of learning in organizations, although their application broadly increases in complexity, and us
ning evaluation
ance. The second grid, beneath this one, is the same thing with more detail.
Process must
attribute
clear
accountabilit
ies.
nderstandable since the subject is fundamental to the existence and performance of education around the wor
or most industrial and commercial applications it suffices; indeed most organisations would be absolutely thrille
ss, Product)
eries of articles in the Journal of American Society of Training Directors. The articles were subsequently include
cant books about training and evaluation, more recently with his similarly inclined son James, and has consulted
them, so that his theory has now become arguably the most widely used and popular model for the evaluation
n complexity, and usually cost, through the levels from level 1-4.
age, implications, and examples of tools and methods. This diagram is the same format as the one above but wi
e fifth level, namely ROI (Return On Investment). In my view ROI can easily be included in Kirkpatrick's original
tion around the world, not least universities, which of course contain most of the researchers and writers.
be absolutely thrilled if their training and learning evaluation, and thereby their ongoing people-development,
subsequently included in Kirkpatrick's book Evaluating Training Programs (originally published in 1994; now in it
es, and has consulted with some of the world's largest corporations.
del for the evaluation of training and learning. Kirkpatrick's four-level model is now considered an industry stand
the one above but with more detail and explanation:
Kirkpatrick's original fourth level 'Results'. The inclusion and relevance of a fifth level is therefore arguably only