So, you have planned a training intervention for your teams. The training plan may be incomplete if it doesn’t include the Kirkpatrick Model, which evaluates how effective the training is. You are thinking of planning this later? Not a good idea!
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Why is training evaluation needed?
Learning is different from informing. There’s isn’t just one way to learn. Some are more effective than others for the given situation and target audience. Trainers and instructional designers would choose the best method according to them, but was that method really effective? Did it lead to the desired outcome? If so, then to what level? Is there a need to make changes to the method? All these questions can only be answered when there is assessment.
Why is this planning needed at the start?
When we have a training goal in mind and we are clear about how we will assess the training at the end, it becomes much clearer how the training approach should be. If evaluation is planned after the training is implemented, then the evaluation will be on the approach, not on the desired outcome.
If you don’t know where you are going any road can take you there.
Lewis Carroll, Author of Alice in Wonderland
What is the Kirkpatrick Model?
Donald L. Kirkpatrick (March 15, 1924 – May 9, 2014) was Professor Emeritus at the University of Wisconsin in the United States and a past president of the American Society for Training and Development (ASTD).
– Wikipedia
The proposed model is still one of the most popular models in corporate L&D after nearly three quarters of a century.
The model of Dr. Kirkpatrick is based on the concern that training may be a waste of resources if it doesn’t lead to actual results. Results are real outcome of training, such as increased sales, and lower employee turnover.
The first two levels are frequently used in training, but the latter two are rare. It is difficult to evaluate at levels 3 and 4. However, that needs to be the goal.
This video by Devlin Peck will help you understand the Kirkpatrick Model in a simple way.
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