A Guide to Using the Kirkpatrick Model for Training Evaluation

Training is an essential part of any compliance programme, but only as good as the outcomes it produces. How can you track 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.

The Kirkpatrick Model offers a systematic framework for evaluating training effectiveness across four levels: reaction, learning, behaviour and results. It is widely used to assess whether training initiatives achieve their objectives and deliver tangible benefits to organisations.

Key takeaways

• The Kirkpatrick Model helps evaluate training effectiveness across four levels: reaction, learning, behaviour and results.
• It demonstrates ROI, ensures continuous improvement and aligns training with strategic goals.
• To implement the model, start with the end state in mind, gather data systematically and use technology to track results.
• Overcoming challenges associated with the model is all about measuring long-term impact, linking training to results and balancing resources.
• LMSs, employee feedback tools and data analytics platforms are technologies that support the Kirkpatrick Model.
• The model is one of six learning theories we’ve examined; the others are instructional design, the 70-20-10 rule, storytelling, lateral thinking and microlearning.

What is the Kirkpatrick Model?

Developed by Dr Donald Kirkpatrick in 1959, the 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 return on investment (ROI)

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

2. Ensures continuous improvement

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

3. Aligns training with strategic goals

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

Breaking down the four levels of the Kirkpatrick Model

Level 1: Reaction

This 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 improvement areas.

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 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 stage 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 (step 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 one most relevant to your goals and resource constraints.

Technologies to support the Kirkpatrick Model

• LMSs: These offer valuable insights into learner engagement, quiz performance and completion rates, providing essential data for Levels 1 and 2 evaluation.
• Employee feedback tools: These facilitate the collection of post-training feedback, enabling Level 1 and 3 evaluations to assess effectiveness.
• Data analytics platforms: These empower companies 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

The Kirkpatrick Model is one of the most well-established learning theories we've examined to help improve your outcomes. The others are:

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

Kirkpatrick Model: FAQs

What are some of the common challenges with the model?

Measuring behaviour and results can be tricky and resource-heavy, isolating the effect of training alone isn’t always easy, and some businesses don’t go beyond reaction, missing deeper insights.

What are some of the advantages of the model?

The Kirkpatrick Model is simple and flexible, widely recognised, and links learning to organisational outcomes.

Where is the Kirkpatrick Model commonly used?

Corporate learning and development, healthcare and medical education, military and government training and higher education and professional certifications.

Looking for more compliance insights?

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Our Compliance Portal also features a range of tools to digitise and automate your compliance learning. These include our:

• Learning Management System (LMS)
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• Compliance Surveys
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