Kirkpatrick’s Evaluation Model
Organisations invest heavily in learning and development, but leaders often struggle to prove whether training really improves performance. Kirkpatrick’s Evaluation Model offers a structured way to link participant reaction, learning, behaviour and organisational results, while also attracting substantial critique and refinement in recent research.
Technique Overview
Kirkpatrick’s Evaluation Model Definition
Kirkpatrick’s Evaluation Model is a four-level framework for assessing training effectiveness. It proposes that programmes can be evaluated at: Level 1 (Reaction) - participants’ immediate responses; Level 2 (Learning) - changes in knowledge, skills and attitudes; Level 3 (Behaviour) - application in the workplace; and Level 4 (Results) - impact on organisational outcomes. It is widely regarded as a foundational model in training evaluation, despite ongoing debate about its assumptions and limitations. (Kirkpatrick and Kirkpatrick, 2016; Reio et al., 2017)
Kirkpatrick’s Evaluation Model Description *
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Business Evidence
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Business Application
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Professional Tools
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Further Reading
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Kirkpatrick’s Evaluation Model references (4 of up to 20) *
- Bates, R. (2004). A critical analysis of evaluation practice: the Kirkpatrick model and the principle of beneficence. Evaluation and Program Planning, 27(3), 341. https://doi.org/10.1016/j.evalprogplan.2004.04.011
- CaixaBank. (2023). Training assessment – KIRKPATRICK Model. CaixaBank. https://www.caixabank.com/deployedfiles/caixabank_com/Estaticos/PDFs/Personas/Training-assessment-Kirkpatrick_ENG.pdf
- Evaluation of the Practice Leadership Development Programme: Evaluation report: July 2021. (2021). In Digital Education Resource Archive (University College London). University College London.
- Health Education North West. (2013). Case Study: Growing Your Own – Public Health Practitioners. NHS eWIN. https://www.ewin.nhs.uk/sites/default/files/eWIN%20Case%20Study%20-%20Growing%20Your%20Own%20-%20Public%20Health%20Practitioners%203427.pdf
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