Training evaluation is essential for measuring the effectiveness of professional development programs. Of the many models available, the Kirkpatrick model remains one of the most widely used and respected. In this article, let's delve into the four levels of the Kirkpatrick model to understand how this structured and comprehensive approach works.


Level 1: Reaction

The first level of the Kirkpatrick model focuses on participants' reaction to training. It assesses their satisfaction, commitment and overall perception of the learning experience. This often takes the form of post-training evaluation questionnaires and feedback.

How to use it: Gather direct feedback from participants to understand what worked and what could be improved in training design and delivery.

Level 2: Learning

This level assesses the degree to which participants have acquired knowledge, skills and attitudes. The aim is to measure learners' progress in relation to the objectives set at the start of the course.

How to use it : Use pre- and post-training assessments to measure knowledge growth. Tests, case studies and simulations can be effective tools.

Level 3: Behavior

Level 3 of the Kirkpatrick model examines how participants apply the skills they have acquired in their professional environment. It assesses the transfer of knowledge from the training context to the workplace.

How to use it: Set up mechanisms to monitor behavioral changes in the field. Supervisory evaluations, real-life case studies and concrete projects are ways of measuring this transfer.

Level 4: Results

The final level of the Kirkpatrick model assesses the overall impact of training on organizational results. It measures how improvements in skills and behaviors contribute to business objectives.

How to use it : Analyze organizational data such as productivity, customer satisfaction, or employee retention rates to determine the real influence of training on results.

Integrating and using the Kirkpatrick Model

This model should not be seen as a series of separate stages, but rather as a continuous process of improvement. The levels are interconnected, and the information gathered at each stage can guide the adjustments needed to optimize the overall impact of the training.

Tips for Effective Evaluation :

  1. Set Clear Objectives: The objectives of each level must be clear from the outset.
  2. Choose Appropriate Methods: Select evaluation methods aligned with the objectives of each level.
  3. Analyze and Adjust: Use the results to adjust future training design and maximize effectiveness.

In conclusion, the Kirkpatrick model offers a systematic and comprehensive approach to evaluating training effectiveness. By adopting this method, organizations can not only measure immediate success, but also ensure that training makes a significant contribution to overall results.