A Guide to Using the Kirkpatrick Model for Training Evaluation

Training is an essential part of any compliance programme. But how can you track its effectiveness? One way is by using the Kirkpatrick Model.

Training programmes are only as good as the outcomes they produce. The Kirkpatrick Model offers a systematic framework for evaluating training effectiveness across four levels: reaction, learning, behaviour, and results.

This model is widely used to assess whether training initiatives achieve their objectives and deliver tangible benefits to organisations.

This guide explains each level of the Kirkpatrick Model, provides practical implementation tips, and highlights its role in refining workplace learning.

What is the Kirkpatrick Model?

Developed by Dr. Donald Kirkpatrick in 1959, this model evaluates the effectiveness of training programmes using a structured, four-level approach:

1. Reaction: Gauges learners' immediate responses to the training.

2. Learning: Measures knowledge or skill acquisition.

3. Behaviour: Assesses whether training leads to changes in workplace behaviour.

4. Results: Examines the training's impact on organisational goals.

The Kirkpatrick Model provides a holistic view of training effectiveness, from individual satisfaction to measurable business outcomes.

Why use the Kirkpatrick Model?

1. Demonstrates ROI

Linking training outcomes to organisational metrics, such as productivity or sales, helps demonstrate the return on investment.

2. Ensures continuous improvement

By identifying strengths and weaknesses in training programmes, the model facilitates ongoing refinements.

3. Align training with strategic goals

The results-oriented approach ensures that training initiatives contribute to broader business objectives.

Breaking down the four levels of the Kirkpatrick Model

Level 1: Reaction

This level measures learners’ initial impressions of the training, focusing on their engagement, perceived relevance, and satisfaction.

• Use post-training surveys to gather feedback on course delivery and content.
• Ask learners about their confidence in applying the material.
• Analyse feedback to identify areas needing improvement.

Level 2: Learning

Here, you evaluate the extent to which learners have absorbed the intended knowledge or skills.

• Conduct pre and post-training assessments to measure knowledge gains.
• Use quizzes, simulations, or practical exercises to test understanding.
• Provide learners with feedback on their progress.

Level 3: Behaviour

This level focuses on whether learners apply their new skills or knowledge in the workplace.

• Observe employees’ performance after training to identify behavioural changes.
• Use 360-degree feedback to gather input from peers and managers.
• Set clear goals for applying training outcomes to workplace tasks.

Level 4: Results

The final level assesses the broader impact of training on organisational objectives, such as increased revenue, improved customer satisfaction, or reduced errors.

• Link training outcomes to key performance indicators (KPIs).
• Use dashboards to track metrics like productivity, compliance rates, or retention.
• Collaborate with stakeholders to define measurable success criteria before training begins.

How to implement the Kirkpatrick Model in three steps

1. Start with the end in mind: Define what success looks like at the organisational level (Level 4) and work backwards to design training that achieves these outcomes.
2. Gather data systematically: Use surveys, tests, and performance evaluations at each level to collect meaningful data.
3. Use technology to track results: Learning management system (LMS) platforms can automate data collection and analysis, making it easier to evaluate training effectiveness.

Overcoming challenges with the Kirkpatrick Model

• Measuring long-term impact: Behavioural changes and organisational results may take months to manifest. Use follow-up assessments to track these outcomes over time.
• Linking training to results: It can be challenging to attribute organisational improvements solely to training. Use control groups or isolate variables when possible.
• Balancing resources: Evaluating all four levels requires time and effort. Focus on the levels most relevant to your goals and resource constraints.

Technologies to support the Kirkpatrick Model

• Learning Management Systems (LMS): LMS platforms offer valuable insights into learner engagement, quiz performance, and completion rates, providing essential data for Levels 1 and 2 evaluation.
• Employee Feedback Tools: Employee feedback tools facilitate the collection of post-training feedback, enabling Level 1 and 3 evaluations to assess the effectiveness of training programmes.
• Data Analytics Platforms: Data analytics platforms empower organisations to connect training outcomes to broader organisational metrics, enabling a deeper understanding of the impact of learning initiatives at Level 4.

Key workplace learning theories

Kirkpatrick model is just one of six of the most well-established learning theories we've examined to help improve your outcomes.

1. Instructional design
2. The 70-20-10 rule
3. Storytelling
4. Lateral thinking
5. Microlearning

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We also have additional free resources such as e-learning modules, microlearning modules, and more.