Kirkpatrick Model: 4 Levels of Training Evaluation to Know

The Kirkpatrick model is one of the most popular, globally recognized evaluation models. It’s often used to quantify training outcomes and optimize learning.

We’ll give you a comprehensive overview of everything you should know about the Kirkpatrick model, including what it is, why it’s useful, and how to implement it for your needs.  

What Is the Kirkpatrick Model? 

The Kirkpatrick model is a decades’ old evaluation tool created by Donald Kirkpatrick in the late 1950s. It was designed to better understand how well an entity’s educational processes and training works, including how successful the organization’s workforce is.

Here’s how it works. The model evaluates a training or education process on four respective levels — reaction, learning, behavior, and results — to pinpoint the training’s impact and efficiency. 

The data used within the Kirkpatrick model can help companies evaluate both long-term impacts and more immediate results. Experts consider it to be the most well-known model of its kind. 

Kirkpatrick certifications

Organizations and other entities can explore Kirkpatrick certifications, awarded by Kirkpatrick Partners, which officially recognize training professionals. Getting certified includes developing an expertise in the Kirkpatrick model and its ability to assess the effectiveness of training and education processes. 

Four Levels of Kirkpatrick Training Evaluation

As mentioned above, there are four levels to the Kirkpatrick model. We’ll break down each level — reaction, learning, behavior, and results — below. Starting with the first level, each following level comes with more complexity and nuance.

Level 1: Reaction

The first level of the Kirkpatrick model is reaction — AKA, did your participants enjoy the training? Specifically, did the participants find it to be “favorable, engaging, and relevant”?

Level 1 can be useful for many people, especially as it takes the least amount of time and money to achieve. The Kirkpatrick model’s initial level allows organizations to see not only how educational the program was, but also how efficient its delivery was. 

Participants’ reactions to the training being evaluated are usually measured with short surveys following a session. These surveys could come in the form of one-on-one interviews by educators or trainers, via email invitations online, or through paper “smile sheets.” Some evaluators even use external assessment tools, like SurveyMonkey or Qualtrics. 

Regardless of the organization, the surveys usually aim to measure the same information, such as: 

• How users felt about the training
• Whether or not it was helpful 
• Participants’ overall feelings toward the program

Depending on the entity, the data collected from the survey can also be used in conjunction with other participant feedback collected in person or via external forms. 

Compared to the other levels, Level 1 of the Kirkpatrick model doesn’t shed light on how the information was absorbed nor how to improve potentially problematic areas. 

Level 2: Learning

The Kirkpatrick model’s second level is all about learning. In other words, what information or skills did participants pick up?

Here, training instructors can evaluate whether or not the participants absorbed the “intended knowledge, skills, attitude, confidence, and commitment” based on their efforts during the training program. 

During Level 2 of the Kirkpatrick model, training professionals can identify patterns to piece together what trainees had a hard time learning. This information can then be used to improve that specific area within the training so trainees can better absorb the information. 

Similarly to Level 1 assessments, training instructors can use either digital or paper learning assessments, along with one-on-one interviews, to gain a better understanding of how successful the training was. To take it another step further, instructors can prompt participants to complete various tasks to demonstrate the skills they should’ve learned through the training. 

Depending on the organization using the model, the data from Level 2 can be evaluated to see whether or not trainees should get credit for the certification, training, or educational course.

Level 3: Behavior

The Kirkpatrick model’s Level 3 revolves around behavior. Can training participants successfully apply what they’ve learned? 

Level 3 of this model is unique in that it goes beyond the short-term and seeks to explore the long-term. If the training program was successful, trainees’ behaviors shouldn’t be the same as when they started. They should experience a behavior change — a learned skill or applicable information — through the training program. After this level, a training instructor should know whether or not their training was useful and applicable to the job. 

However, the third level also comes with a unique challenge: measuring the participants’ behavior in an accurate, meaningful way across the board. While some trainees might learn and be able to apply this new behavior, others might not. 

To make the best of the Kirkpatrick model’s third level, instructors can marry routine performance reviews and metrics relevant to the job to get a more complete picture of the trainees and their respective capabilities. 

Level 4: Results

The Kirkpatrick model’s Level 4 hones in on the results, at long last. Instructors can get a better idea of their training’s effect on the overall performance of trainees. 

When evaluating the overall success of an entity, the Kirkpatrick model aims to measure the training program’s involvement in that success. For example, Level 4 allows training instructors to narrow in on specific areas — such as customer satisfaction, sales, and efficiency — to better understand the return on investment (ROI). In fact, some organizations consider ROI to be Level 5 of the Kirkpatrick model. 

To best measure the effect of a training on performance and behavior changes, a control group is often recommended. That way, entities can more accurately understand the training program’s impact compared to a control group. 

However, the drawback to Level 4 is that it often needs much more time and money to measure the results of the training in an accurate way, which isn’t realistic for every organization. 

How to Use AI to Implement the Kirkpatrick Model

While learning about the Kirkpatrick model is helpful in theory, you need a way to practice it and, most importantly, a way to reinforce that learning. That’s where Yoodli comes in.

Yoodli is an AI-powered sales coach that provides feedback using the Kirkpatrick model and framework. Yoodli is the perfect way for you and your team to practice using the Kirkpatrick model and everything you’ve learned. 

Plus, this tool has a history of helping go-to-market (GTM) teams and reps handle difficult conversations, customer feedback, customer objections, outbound customer discovery, and sales calls. Yoodli is used by leading Fortune 500 sales companies like Google and Korn Ferry, and it’s no wonder why.

Using the latest generative AI technology, Yoodli simulates roleplays and trains your GTM team to speak using your company voice. This makes it the perfect tool to use when implementing the Kirkpatrick model, especially with regard to Levels 1 and 2. 

How to use Yoodli for the Kirkpatrick model

There are plenty of ways you can use Yoodli for implementing the Kirkpatrick model at your organization.

Depending on the goals of your organization’s training program, participants can use Yoodli for a post-training self-evaluation. Once the trainee has completed the program, they can record themselves via Yoodli to practice the skills they’ve learned, be it sales pitching, public speaking, customer communication, or something else entirely. 
As an AI sales coach, Yoodli will provide personalized metrics and feedback to pinpoint areas for improvement, specifically surrounding your strengths, weaknesses, use of open-ended questions, talk time, conciseness, and much more. This can help gauge customer satisfaction and whether or not they found the training useful.

As an organization administrator, a sales enablement leader, or a trainer, you can set up Yoodli scenarios within seconds and then have your team practice using the Kirkpatrick model. It’s that easy. By integrating Yoodli into practice sessions at your organizations, participants can get real-time feedback and put their new skills to the test.

When around 75% of what’s taught in one-off trainings is forgotten in a week, Yoodli’s here to save the day. Take advantage of personalized training at scale and start by downloading Yoodli for free. The enterprise version only takes 2 minutes to set up and allows admins to customize employee learning goals and rubrics to their respective company.

Benefits of Using the Kirkpatrick Model

If you’re a training instructor looking to assess exactly how effective your training program is, you’re in luck. Here are some of the most noteworthy benefits of using the Kirkpatrick model. 

Pinpointing areas for improvement

One of the best benefits to using the Kirkpatrick model is its ability to highlight specific areas for improvement within a training program. For example, Levels 2 and 3 in particular help instructors gauge whether or not trainees have grasped the intended information and skills. Not only that, but also whether or not they’re able to apply what they’ve learned in their day-to-day performance. 

After a training evaluation, instructors and organizations as a whole can highlight any true gaps in skill sets, knowledge, education, and successful application.

Showcasing improved training ROI

Although training programs can be expensive, using the Kirkpatrick model can help justify any expenses an organization faces with regard to training and education. Level 4 of this method emphasizes the importance of measuring the effect of a training on a participant’s performance. 

Companies, universities, and other organizations can present the benefits of education and training with the metrics and measurements obtained from using this model. For example, educators can point to various metrics to show the value of training, such as: 

• A decrease in mistakes or errors
• An increase in productivity 
• Improved skill sets (e.g., sales pitching, public speaking, customer service, etc.) 

It’s much easier to demonstrate training ROI through a model like Kirkpatrick.

Showing stakeholders training efficiency 

Similarly to improved training ROI, the Kirkpatrick model allows for better transparency for stakeholders who want to make sure there’s enough evidence to justify the cost of further training initiatives. The data organizations gather from the various levels of this model acts as evidence for a training program’s effectiveness.

Simple, systemic approach to training assessment

Perhaps the most overlooked benefit of the Kirkpatrick model is how simple it is to apply across organizations. No matter the industry, all four levels of this model are easily applicable (given the time and financial resources) to any training program. 

Its four levels ensure the assessment process runs smoothly and remains an organized means of testing training efficiency. 

Drawbacks and Other Kirkpatrick Model Considerations

Of course, no model is perfect, and the Kirkpatrick model is no exception. Here are some other things to keep in mind when considering using this evaluation method.

Self-reported data and its limitations

Perhaps the most obvious drawback to this method is that much of the data is self-reported. For example, in Levels 2 and 3 in particular, the data gathered is often collected via one-on-one interviews or surveys. Like any other data, it can be affected by bias.

Trainees might not be able to evaluate their own shortcomings, let alone report them. Depending on the organization’s overall culture, a participant might feel too uncomfortable speaking up if they were to have trouble applying their new skills.

Emphasis on trainee satisfaction

Some organizations and training instructors tend to disagree with the Kirkpatrick model’s emphasis on trainee satisfaction, particularly within Level 1. 

Just because a participant comes out of a training session feeling satisfied doesn’t mean they’ll be able to apply what they’ve learned. It’s also possible for a trainee to feel completely satisfied with a training but not improve performance. 

The Main Takeaway 

The Kirkpatrick model is a tried-and-true method for training assessment and evaluation. It allows entities to not only see whether or not their training program is working like it should, but also how well their trainees take to the new information. If you’re interested in incorporating this model into your organization, Yoodli can help. 

Sources

• Kirkpatrick Partners: “What Is the Kirkpatrick Model?,” “Certifications.” 
• University of San Diego: “The Kirkpatrick Training Evaluation Model.”
• California State University: “The Forgetting Curve.”