What are the four levels of Kirkpatrick’s evaluation model?

The four levels of Kirkpatrick’s evaluation model are Reaction, Learning, Behavior, and Results. This model is widely used in training and evaluation contexts to assess the effectiveness of training programs.

• The first level, Reaction, gauges how participants feel about the training, encompassing their engagement and satisfaction with the content and delivery.

• The second level, Learning, assesses whether participants have gained knowledge, skills, or attitudes as a result of the training. This is typically measured through tests, assessments, or practical application exercises.

• The third level, Behavior, evaluates the transfer of learning to real-world situations, determining if participants have applied what they learned on the job and modified their behavior as intended.

• The final level, Results, measures the broader impact of the training on organizational outcomes, such as improved performance, increased sales, or enhanced productivity.

This comprehensive approach allows organizations to not only understand participant satisfaction but also to gauge the effective transfer and application of learning, ultimately linking training to measurable success in the workplace.