Kirkpatrick’s Model of Evaluation
Unlocking the Secrets of Effective Training
As instructional designers, we're always on the lookout for ways to measure the success and impact of our creations.
Enter Kirkpatrick’s Model of Evaluation, a gold standard in our industry. Think of it as your compass guiding you through the vast sea of training evaluation, ensuring you navigate towards impactful, learner-centric outcomes.
Whether you're shaping a digital course, a hands-on workshop, or a seminar, this model offers a robust framework to gauge its effectiveness.
What is Kirkpatrick’s Model of Evaluation?
Donald Kirkpatrick introduced this model in the 1950s. It comprises four levels of evaluation, each progressively diving deeper into the impact of the training program. Here’s a quick breakdown:
Reaction - How did the learners feel about the training? This is essentially the learners' first impressions. Did they find the session stimulating, and did it resonate with their expectations?
Learning - What did the learners know or learn from the training? This probes into the cognitive aspect. Post-training, what new knowledge or skills have the learners acquired?
Behavior - How are the learners applying what they learned on the job? This dimension assesses the practical application. Are learners effectively implementing their new knowledge in their workplace?
Results - What are the tangible outcomes or effects of the training on the business or environment? The final tier evaluates the broader implications. Has the training influenced business metrics or the work environment positively?
So, How Do We Use It?
Alright, let’s demystify how to use each of these levels as an instructional designer:
Reaction
Why it’s important: This is your immediate feedback. Knowing if learners found the training engaging or relevant can help tweak content, delivery, or the environment.
How to measure: Think along the lines of feedback forms, interactive polls during the session, or even a quick verbal feedback round.
Tips for instructional designers: Make feedback collection engaging. Use open-ended questions to get deeper insights. Ask questions like, "What was your biggest takeaway?" or "What could improve the session?"
Learning
Why it’s important: It ensures that the core content was understood and retained.
How to measure: Pre and post-training quizzes, observations, or self-assessments.
Tips for instructional designers: Post-training, provide participants with resources like cheat sheets or how-to guides. Establish a feedback loop with team leads to monitor on-the-job application.
Behavior
Why it’s important: Knowledge is of little use if it’s not applied in real-world scenarios.
How to measure: Observations, manager feedback, performance reviews, or self-reporting.
Tips for instructional designers: Provide learners with actionable steps or job-aids post-training. Collaborate with managers or supervisors to track changes in job performance.
Results
Why it’s important: It’s the ultimate proof of the training's ROI. Did it lead to increased sales? Improved customer satisfaction? Reduced errors?
How to measure: Business metrics, sales records, performance benchmarks.
Tips for instructional designers: Tie training objectives to business goals from the outset. Engage with stakeholders to understand and track relevant metrics post-training.
Making the Most of Kirkpatrick’s Model
Integrate it from the start: Don’t wait until after the training to think about evaluation. Integrate Kirkpatrick’s model into your design phase.
Communicate its importance: Ensure that everyone involved (trainers, managers, stakeholders) understands the value of each level of evaluation.
Stay flexible: No single evaluation method fits all training programs. Adapt and adjust as needed.
Iterate: Use the feedback from each level to continuously improve your training modules.
Closing Thoughts
Kirkpatrick’s Model of Evaluation isn’t just a tool to judge a training session’s success or failure. It’s a roadmap for instructional designers to create more impactful, relevant, and actionable training content. As you venture deeper into the world of instructional design, you’ll find that this model becomes an integral part of your toolkit, ensuring your training not only educates but also brings about real-world change.
Happy designing! 📘🖋️
