The Kirkpatrick Model of Training Evaluation

The four levels (Reaction, Learning, Behavior, and Results) address the key areas that you should focus on during planning and evaluation.

If you have any questions about the Kirkpatrick Model, then please drop them in the comments.

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0:00 Intro
1:13 Level 1 - Reaction
2:05 Level 2 - Learning
3:09 Level 3 - Behavior
4:30 Level 4 - Results
5:30 Planning
8:33 Conclusion

[wattworxmedia]

As a new learner to the field I found this video very helpful! Some videos I've seen on the Kirkpatrick model try to cram in too much information. I like how this was a general overview of the model and even noted that limitations were not going to be discussed in this video. Short, sweet, and to the point. thank you!👌👌

[kimgomez]

I liked how you talked about working backwards from Level 4 to Level 1. It made so much more sense.

[alexandrac.macarthur]

You explain in less than 10 mins what others take hours to. Thank you.

[susannschecker]

Thank so much! I work in professional development and this 10min video has given me so many ideas as to how we can improve our needs analysis!!

[tonieastman]

Your videos have been so helpful! I have an ID interview tomorrow! I'm a Learning and Development specialist but haven't focused on the ID side of things. Thank you so much for helping me to prepare for the interview in understanding how I can add to my learning.

[jackielaroga]

Kirkpatrick's Model of Evaluation, ..
Checked!! Thank you.. off to the next video...

[AndresGomez-ohgp]

00:00 Kirkpatrick model for evaluation

1:13 Level 1 : Reaction
Overall satisfactions and engagement
Survey, interviews, focus group

2:05 Level 2 :Learning
New Knowledge, skills or attitude
Quizzes / tests, interviews, focus groups, discussions, observation, and more.

3:09 Level 3 :Impact
Are people performing the critical tasks?
Surveys, observation, work review, KPls

4:30 Level 4 :Results
Which results do we aim to achieve?
What do people need to do differently?
What knowledge and skills do they need?
How do we design an attractive intervention?

8:33 Conclusion

[coconunut]

Hope you can add information on criticisms and limitations of the model

[ParagonMcCullers]

Excellent information and explained clearly. Thanks.

[shubham]

wow tthis was so clear and precise it helped me form my training and development poa

[carolinemwazi]

Thanks for the summary. Useful content and I do agree that many instructional designers avoid Levels 3 and 4, but this is where true value lies. It's not as complicated as it may seem. We should be included in planning and done right you're able to measure training impact - leading to improved learning interventions. It's also important to periodically measure your evaluation methods so that you continually improve them.

[jamiemyers]

This video helped me understand evaluation and the Kirkpatrick model so much.

[NilouferArujah]

This is a very insightful KT.

Quick question regarding Level 3: Behavior: Could the responses received from Managers have a bias? If so, how can this be minimized?

[kengarcia]

Great refresher, and yes many times we stop at level 2 but should try to get to levels 3 or 4.

[Havnaz]

Next is Philips ROI - Level 5. Information that truly demonstrates value to an organization and what executives will want to hear.

[layab]

Hi Devlin, I have done an ID course but this provides greater clarity to the theory.

[AA-ulqh]

Thanks for the vid.
Briefly, ... Level 3 & 4 are needed for just in time training, however they don't immediately apply to capacity building training, which rely mostly on level 1 & 2 evals.

[HannahMontana-cluq]

extremely helpful video. crisp and engaging. thank you!
🙂

[JessieCarty]

This is one area where I think a lot of educators would have some experience, especially if there were in any area of curriculum develop or accreditation studies, but it could be helpful to have some more real world examples. It seems to be hard to find those in the courses I've done on LinkedIn and such. Thanks again for the refresher!

[jmeisburg]

The Kirkpatrick model consists of four evaluation levels—Reaction, Learning, Behavior, and Results—where Reaction measures participant satisfaction through surveys, Learning assesses knowledge acquisition via quizzes, Behavior evaluates the application of skills on the job through observations, and Results measures the impact on business metrics, all of which require careful planning that starts with identifying desired results and works backward to define necessary behaviors and skills, while also allowing for iterative adjustments during training to ensure effectiveness.