| Donald
Kirkpatrick's 4 Levels of Evaluating Training |
Levels |
Descriptions |
Comments |
Level
1 |
Reaction |
Trainee reaction to
the course. Does the trainee like the course? Usually in the form
of evaluation forms, sometimes called "smile sheets".
|
Most primitive and widely-used
method of evaluation. It is easy, quick, and inexpensive to administer.
Negative indicators could mean difficultly learning in the course. |
Level
2 |
Learning |
Did trainees learn what
was based on the course objectives? |
Learning can be measured
by pre- and post tests, either through written test or through performance
tests. |
Level
3 |
Behavior |
Trainee behavior changes
on the job - are the learners applying what they learned? |
Difficult to do. Follow-up
questionnaire or observations after training class has occurred.
Telephone interviews can also be conducted. |
Level
4 |
Results |
Ties training to the
company's bottom line. |
Generally applies to
training that seeks to overcome a business problem caused by lack
of knowledge or skill. Examples include reductions in costs, turnover,
absenteeism and grievances. May be difficult to tie directly to
training. |
