The Four Levels of Learning

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All four levels of evaluation have their own elements, significance, benefits, and challenges. Each level provides valuable information to help determine the effectiveness of the overall training program. However, as you proceed through each of the levels, the evaluation becomes more challenging, more expensive, and requires more time to complete.

By analyzing each of these four levels, a thorough understanding can be gained of how effective the training was, and how to improve some of the aspects of the training for future training events. This level measures how the participants reacted to the training event. This level is important because it helps to understand how well the training was received by the participants.

At this level, we not only want to know if the participants felt that the overall training program was a valuable experience, but we also want to know their reactions regarding specific components of the program, such as the instructor, the topics, the presentation style, the pace, and reference materials. Ideally, their reactions should be measured immediately after the program. Getting measurements on their reaction to specific aspects or components of the training program can provide information on what improvements can be implemented for future training events.

It can help to gain insight into whether to change the presentation formant, add or remove content, extend the session, or modify another component of the training.

This level of evaluation is generally easy to create, easy to implement, and inexpensive. Level two evaluation measures what the participants have learned as a result of the training. Similar to level one evaluation, level two evaluation should be done immediately following the training event to determine if participants gained the expected knowledge, skills, or attitudes. Achievement tests or practice activities are often used to assess the amount of learning that has occurred and the extent to which the participant has advanced in skills, knowledge, or attitude.

Since training sessions are usually designed with specific learning objectives, these objectives can be the basis for the measurement of the new knowledge, skills, or attitudes. The test or assessment should focus on measuring what was covered during the training event. In some instances, it may be helpful to measure the knowledge base both before and then after training.

By having these two measurements, it is easier to determine what the participants actually learned as a result of the training.

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Listed below is an in-depth look into the four levels of the Kirkpatrick Model: Questions will figure out if the participant enjoyed their experience and if they found the material in the program useful for their work. As outlined by Kirkpatrick, each program needs to be assessed at this level to help improve the model for future use.

Even though an optimistic reaction does not ensure learning, an unfavorable one definitely makes it less likely that the user will pay attention to the training. Evaluating at this level is meant to gauge the level participants have developed in expertise, knowledge, or mindset.

Exploration at this level is far more challenging and time-consuming compared to level one. Techniques vary from informal to formal tests and self-assessment to team assessment. If at all possible, individuals take the test or evaluation prior to the training pre-test and following training post-test to figure out how much the participant comprehended. Assessing the change makes it possible to figure out if the knowledge, mindset, or skills the program taught are being used the workplace.

Observations should be made to minimize opinion-based views of the interviewer as this factor is far too variable, which can affect consistency and dependability of assessments. Taking into consideration the opinion of the participant can also be too variable of a factor as it makes evaluation very unreliable, so it is essential that assessments focus more defined factors such as results at work rather than opinions.

Self-assessment can be handy, but only with an extensively designed set of guidelines. Level 4 Evaluation — Results What are the final results of the training? Commonly regarded as the primary goal of the program, level four determines the overall success of the training model by measuring factors such as lowered spending, higher returns on investments, improved quality of products, less accidents in the workplace, more efficient production times, and a higher quantity of sales.

From a business standpoint, the factors above are the main reason for the model, even so level four results are not usually considered. Figuring out whether or not the results of the training program can be linked to better finances is hard to accurately determine.

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