Training Evaluation Models

1. Kirkpatrick 4 level framework

2. Kaufman 5 level model

3. CIRO model

4. Hamblin’s 5 levels of evaluation

5. CIPP model (Galvin)

6. Philips ROI Process Model (Most Important and Relevant to the new age)

Lets understand the most accepted evaluation model: Kirkpatrick Model :

- Simple Model

- Well Known, established and popular

- Easy to understand

Weaknesses :

- Old fashioned

- Level 1 conclusion may not be accurate

- Level 3 and 4 are not always being focused on as much as Level 2

However, the Kirkpatrick model is outdated and has been upgraded for increase relevance and effectiveness.

New world Kirkpatrick Model :

Level 1 - Evaluate Reaction

- Engagement

- Relevance

-Customer Satisfaction

Level 2 - Evaluate Learning

- Knowledge improvement

- Skills enhancement

- Attitude change

- Confidence Levels

- Commitment levels 

(The last 2 are the newly added factors in level 2)

Level 3 - Evaluate Behavior (On the Job Learning)

This needs to be check based on ideal conditions created for learning on the job. 

Conditions are :

- Was there encouragement from the line manager to apply the learning

- Was there a reward / recognition factor involved for the learner

- Was there constant monitoring by the senior / line manager

- Was the learning reinforced at intervals during work

These are all required to influence the desired behavior.

Level 4 - Results

- Leading Indicator

- Desired Outcomes

The end of the training program is the beginning of a very important process, i.e Evaluation for the L & D and the Process of change and transformation for the learner.

Return on Expectations (ROE) is in many cases, the ultimate indicator of value. In such cases, monetary value is not considered.