Kirkpatrick's Level Of Evaluation

Question 1

Reaction

Answer 1

Assessment of learners’ reactions or attitudes toward their learning experience. Typically, anonymous questionnaires are used to get honest reactions from learners so that information can be provided to management about instruction. Level 1 evaluation is used to study the reaction of participants in training programs, it’s important to understand that data can be collected on more than just a single overall reaction to the program. Examples are “How satisfied were you with the training event?” The material in in the program was relevant to my job” using a 4 point rating scale - very satisfied, satisfied, dissatisfied and very dissatisfied.

Question 2

Learning:

Answer 2

The goal is to determine what students learned in the training program, which is the extent that attitudes were changed, improvement of knowledge and increase in skill. Measurement is based on what was covered in the training program and specific learning objectives that could be a combination of outcomes. Kirkpatrick emphasized tests should cover material that was presented in order to have a valid measure on the amount of learning that took place. Knowledge is measured with an achievement test ( designed to measure degree of knowledge after being exposed specific learning experience) ; skills are measured with a performance test (demonstration of real life behavior such as creating a product or performing a process) and attitudes are measured with a questionnaires (self report data collection completed by research participants to measure attitudes targeted for change in the training event). Evaluation should be done immediately after training.

Question 3

Behavior:

Answer 3

This is an evaluation to determine if the training program changed on-the-job behavior as a result of the training event. Participation in the training event does not guarantee satisfactory performance in the real world situation. Therefore, a follow-up should be done several months after training to determine if skills learned are being applied on the job. It is often necessary to contact learners, supervisors and subordinates. This can be done with a retrospective survey, which involves interviewing or having trainees and their supervisors, peers and subordinates fill out questionnaires several weeks or months after the training event to measure their perceptions about whether the trainee is applying what was learned. Kirkpatrick points out five environments related to whether or not transfer of training takes place (1) preventing environments where the trainee’s supervisor does not allow the trainee to use new knowledge, attitudes, or skills (2) discouraging environments where the supervisor discourages use of new knowledge, attitudes or skills (3) neutral environments where the supervisor does not even acknowledge training took place (4) encouraging environments where the supervisor encourages the trainee to use new knowledge, attitudes, and skills on the job (5) requiring environments where the supervisor formally monitors and requires the use of new knowledge, attitudes, and skills in the work environment.

Question 4

The four levels of Kirkpatrick’s Model of training evaluation:

Answer 4

RLBR

1. Reaction
2. Learning
3. Behavior (transfer of learning)
4. Results

Question 5

Results:

Answer 5

The evaluator is to find out if the training leads to final results. Example would be but not limited to financial results such as a positive return on investment. Results also include outcomes that affect the performance of an organization. Major financial, organizational and employee results that are often hoped for as a result of team in include reduced costs, higher quality of work, increased production, lower rates of employee turnover, lower absenteeism, reduction in scrap rate, improved quality of work life, improved human relations, improved organizational communication, increased sales, fewer grievances,higher work morale, fewer accidents, greater job satisfaction and increased profits.

Question 6

_____________assessment of learner’s reaction to the learning experience. Use anonymous questionnaires to get honest reactions so information can be provided to managerment about the instruction.

Answer 6

“Reaction”

Question 7

___________determine what was learned in the training program.

Answer 7

“Learning”

Question 8

____________determine if training changed job behavior.

Answer 8

“Behavior”

Question 9

_______________determine if training led to final results or positive outcomes.

Answer 9

“Results”

Question 10

This level of evaluation looks at positive return on the investment such as reduced cost, higher quality of work, increased production, lower rates of employer turnover, lower absenteeism, increased sales, fewer accidents and profits:

Answer 10

Results

Question 11

This level utilizes a retrospective survey which interviews trainees, peers, supervisors and subordinates several weeks after the training to measure perceptions about trainees being able to apply what they learned to on the job real world situations________.

Answer 11

Behavior

Question 12

This level looks at the extent to which trainees’ atttitudes, knowledge, and skills increased as a result of attending the training program_________.

Answer 12

Learning