The Kirkpatrick Evaluation Model is one of the most widely used methodologies to measure the impact of training programs. It consists of four levels that provide a comprehensive view of course effectiveness and its impact on business results.
Discover how to apply each level of the Kirkpatrick Method to evaluate the outcomes of your training programs.
Level 1: Reaction
Assess participants’ opinions about the training.
- What to measure: Satisfaction, relevance, and perceived applicability.
- How to measure it: Post-training surveys (NPS, overall rating, qualitative feedback).
Example questions:
- Do you think what you learned is applicable to your personal or professional life? (Yes/No)
- How likely are you to recommend this course? (Scale from 0-10)
- Did you find the content relevant?
Level 2: Learning
Determine whether participants have acquired the expected knowledge and skills.
- What to measure: Difference between pre-training and post-training knowledge.
- How to measure it: Pre- and post-training tests, simulations, or practical exercises.
Example questions:
- On a scale of 0 to 10, how would you rate your knowledge of [course topic] before and after the training?
- In a practical scenario, how would you apply [skill or technique taught] to solve [specific situation]?
- In a test or simulation, can you correctly demonstrate the use of [tool, process, or methodology taught in the course]? (Yes/No)
Level 3: Behavior
Analyze whether participants apply what they learned in their work environment.
- What to measure: Changes in behaviors related to the course objectives.
- How to measure it: Observations, supervisor interviews, or self-assessments. A follow-up survey between one and three months after training is recommended.
Example questions:
- Have you applied any of the tools or knowledge acquired in the training to your job? (Yes/No)
- If you answered “Yes,” can you provide a concrete example of how you applied it?
- What impact have these changes had on your performance or your team?
Example survey:
To assess both behavioral impact and business results, you can use this combined survey:
- Have you applied any of the tools or knowledge acquired in this course to your job?
- Yes
- No
- Have these tools and knowledge helped improve any aspect of the business?
- Yes
- No
- In what area has this improvement been reflected? (Select one or more)
- Increased sales
- Cost savings
- Increased productivity
- Increased team motivation/engagement
- Optimization of systems and processes
- Other (specify)
Level 4: Results
Measure the impact of training on organizational objectives.
- What to measure: Improvements in key company metrics.
- How to measure it: Comparison of KPIs before and after training.
Example metrics:
- Increased productivity
- Sales growth
- Cost savings
- Improvements in customer service
Example questions:
- Has company performance improved? Have strategic objectives been achieved?
Conclusion
The Kirkpatrick Model allows you to demonstrate the impact of training with concrete data. Applying it correctly will help you optimize training programs and justify investment in learning and development.
