Strategic Human Resources

with Catherine Mattice

Measuring Business Outcomes of Training

Kirkpatrick Model

Level 4: Results To what degree targeted outcomes occur as a result of the learning event and

subsequent reinforcement

Level 3: behavior To what degree participants apply what the learned during training when the

are back on the job

Level 2: Learning To what degree participants acquire intended knowledge, skills, and attitudesm

based on participation in the learning event

Level 1: Reaction To what degree participants react favorably to the learning event

Worksheet: Measuring Your Current Training at All Four Kirkpatrick Levels

Think about a training program you are currently offering or offered in the recent past. Use this worksheet
to evaluate it against Kirkpatricks four levels. You may find some opportunities for improvement.

First, provide a brief overview of the training program.

Level 1: Reaction
Are your training evaluation forms learner centered? For example, the learner-centered item The learning
objectives were clear to me is better than The instructor clearly defined the learning objectives. The
course materials made sense to me is better than The course materials were well-organized.

Review your training evaluation form for opportunities to make your items learner centered.

See the last page for a training evaluation form template.

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Level 2: Learning
What were the learning objectives for your training program?

In what ways will learners demonstrate to the trainer they have learned that information? (e.g., Quiz?
Group discussion? Role play?)

Level 3: Behavior

According to Kirkpatrick, there are four conditions necessary for employees to make a change in their
behavior as a result of training.

1. The desire to change

2. The knowledge of what to change and how to change it

3. Rewards for changing

4. A work climate that is encouraging for change, and that even requires change

Are these conditions present and available around your training initiative?

If not, how can you create these conditions? (Hint: Work with your managers.)

How will you measure behavior change as a result of your training? (e.g., If customer service
representatives are taught to use a new greeting when answering the phone, you can measure behavior
change through observation.)

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Level 4: Results

Why did you decide to implement this training program? Or what problem was it supposed to solve? Or
what is the intended outcome of the training?

What is the result of that problem being solved or that outcome being reached? (e.g., Increased
production, improved quality, decreased costs, increased sales, reduced turnover, or reduced severity or
frequency of something)

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