Assessments and Kirk Patrick Model

Slide 1
Kirkpatrick Model & Hambling model of training evaluation
Presented ByMoushami Singha-72
Copyright 1995-2004 Questionmark Corporation and/or Questionmark Computing Limited, known collectively as Questionmark. All rights reserved. Questionmark is a registered trademark of Questionmark Computing Limited. All other trademarks are acknowledged.
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Introduction
Evaluation is an integral part of most instructional design
(ID) models. Evaluation tools and methodologies help determine the effectiveness of instructional interventions. Despite its importance, there is evidence that evaluations of training programs are often inconsistent or missing as because ofInsufficient budget allocated Insufficient time allocated lack of expertise blind trust in training solutions Lack of methods and tools
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Evaluation goals involve multiple purposes at different
levels. These purposes include evaluation of student learning, evaluation of instructional materials, transfer of training, return on investment, and so on.
Attaining these multiple purposes may require the
collaboration of different people in different parts of an organization. Furthermore, not all goals may be welldefined and some may change.
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Donald Kirkpatrick
Kirkpatrick developed a model of training evaluation in
1959
Arguably the most widely used approach Simple, Flexible and Complete 4-level model
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The Four Levels

Level I: Evaluate Reaction Level II: Evaluate Learning Level III: Evaluate Behavior Level IV: Evaluate Results Fifth level was recently added for return on investment (ROI) but this was not in Kirkpatricks original model
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Only by assessing each level can we yield actionable results

Level 4 - Results
Was it worth it?
Check Requirements, Systems and Processes
KSA being used on the job?
Level 3 - Behavior
Check Performance Environment
Level 2 - Knowledge
Did they learn anything
Improve Knowledge/Skill transfer
Level 1 - Reaction
Was the environment suitable for learning?
Improve Learning Environment
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Reaction - What Is It?

How favorably participants react to the training
(Customer satisfaction)
Collects reactions to instructor, course, and learning environment Communicates to trainees that their feedback is valued Can provide quantitative information
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Reaction - What It Looks Like

Questionnaire - Most
common collection tool

Content Methods Media Trainer style Facilities Course materials
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Reaction - How to Perform

Determine what you want to find out Design a form to collect/quantify reactions Do Immediately Develop acceptable scoring standards Follow-up as appropriate
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Learning - What Is It?

Knowledge Skills Attitudes
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Learning - What It Looks Like

Media used to measure learning:

Text Voice Demonstration
Methods used to measure learning:

Interviews Surveys Tests (pre-/post-) Observations Combinations
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Learning - How to Perform

Use a control group, if feasible Evaluate knowledge, skills, and/or attitudes
before and after Get 100% participation or use statistical sample Follow-up as appropriate
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Behavior - What Is It?

Transfer of knowledge, skills,
and/or attitude to the real world

Measure achievement of performance objectives
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Behavior - What It Looks Like

Observe performer, first-hand Survey key people who observe performer Use checklists, questionnaires, interviews, or
combinations
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Behavior - How to Perform

Evaluate before and after training Allow ample time before observing Survey key people Consider cost vs. benefits

100% participation or a sampling Repeated evaluations at appropriate intervals Use of a control group
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Results - What Is It?

Assesses bottom line,
final results Definition of results dependent upon the goal of the training program
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Results - What It Looks Like

Depends upon objectives of training program
Quantify Proof is concrete Evidence is soft
Proof vs. Evidence
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Results - How to Perform

Use a control group Allow time for results to be realized Measure before and after the program Consider cost versus benefits Be satisfied with evidence when proof is not possible
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HAMBLINGS MODEL
Hamblin (1974) said, The purpose of evaluation is
control. A well controlled training program is one in which the weakness and failures are identified and corrected by means of the negative feedback and strengths and successes and corrected by means of the positive feedback. The processes, which occur as a result of a successful training programme, can be divided into 4 levels. The evaluation can be carried out at any of the following levels: Reaction Level: It measures the reactions of the trainees to the content and methods of the training, not the trainer, and to any other factors perceived as relevant. It determines what the trainee thought about the training.
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Learning Level: It measures the learning attitude of the

trainees during the learning period. It collects information that did the trainees learn what was intended.
Job Behavior Level: The job behavior of the trainees in

the work environment at the end of the training period i.e. did the training got transferred to the job?
The Ultimate Level: It measures that has the training
affected the ultimate well being of the organization in terms of the business objectives.
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THANK YOU

Assessments and Kirk Patrick Model

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Slide 1

Kirkpatrick Model & Hambling model of training evaluation

Presented ByMoushami Singha-72

Evaluation goals involve multiple purposes at different

Attaining these multiple purposes may require the

The Four Levels

Only by assessing each level can we yield actionable results

Check Requirements, Systems and Processes

KSA being used on the job?

Check Performance Environment

Improve Knowledge/Skill transfer

Improve Learning Environment

Reaction - What Is It?

Reaction - What It Looks Like

common collection tool

Reaction - How to Perform

Learning - What Is It?

Learning - What It Looks Like

Text Voice Demonstration

Methods used to measure learning:

Interviews Surveys Tests (pre-/post-) Observations Combinations

Learning - How to Perform

Behavior - What Is It?

and/or attitude to the real world

Behavior - What It Looks Like

Behavior - How to Perform

Results - What Is It?

Results - What It Looks Like

Quantify Proof is concrete Evidence is soft

Proof vs. Evidence

Results - How to Perform

Learning Level: It measures the learning attitude of the

Job Behavior Level: The job behavior of the trainees in

The Ultimate Level: It measures that has the training

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