How do you create training evaluation models beyond Kirkpatrick levels?

1 The CIPP model

One alternative to the Kirkpatrick model is the CIPP model, which stands for Context, Input, Process, and Product. This model was developed by Daniel Stufflebeam and focuses on evaluating the whole training cycle, from the needs assessment to the implementation and follow-up. The CIPP model helps you answer four key questions: What needs to be done? How should it be done? Is it being done? And what difference does it make? By using this model, you can evaluate your training programs from multiple perspectives, such as relevance, feasibility, quality, and effectiveness.

2 The ROI model

Another alternative to the Kirkpatrick model is the ROI model, which stands for Return on Investment. This model was developed by Jack Phillips and aims to quantify the financial benefits of training in relation to the costs. The ROI model adds a fifth level to the Kirkpatrick model, which is the calculation of the net profit or loss of the training program. By using this model, you can demonstrate the value of your training programs to stakeholders, justify your budget and resources, and identify areas for improvement and optimization.

3 The Brinkerhoff model

A third alternative to the Kirkpatrick model is the Brinkerhoff model, which is also known as the Success Case Method. This model was developed by Robert Brinkerhoff and focuses on finding and analyzing the best and worst cases of training impact. The Brinkerhoff model uses a two-stage approach: first, it surveys a sample of trainees to identify the most and least successful cases of applying the training to their work; second, it conducts in-depth interviews with these cases to understand the factors that contributed to or hindered their success. By using this model, you can uncover the stories and evidence of training impact, learn from the successes and failures, and share the best practices and lessons learned.

4 The Kaufman model

A fourth alternative to the Kirkpatrick model is the Kaufman model, which was developed by Roger Kaufman and expands the scope of evaluation beyond the individual and organizational levels. The Kaufman model has five levels of evaluation: input, process, output, outcomes, and mega. The input level evaluates the resources and requirements for the training program; the process level evaluates the delivery and quality of the training program; the output level evaluates the performance and results of the trainees; the outcomes level evaluates the impact and value of the training program for the organization; and the mega level evaluates the contribution and alignment of the training program to the society and the environment. By using this model, you can evaluate your training programs from a holistic and systemic perspective, considering the broader implications and consequences of your training interventions.

Creating training evaluation models beyond Kirkpatrick levels can help you enhance your training effectiveness, efficiency, and accountability. By exploring different frameworks and approaches, you can find the best fit for your training goals, context, and audience. You can also combine and adapt different models to suit your specific needs and preferences. The key is to use evaluation as a continuous and collaborative process that informs and improves your training design, delivery, and outcomes.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?