Kirkpatrick Training Evaluation Template
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Kirkpatrick Training Evaluation Template
A four-step framework to understand training impact.
By using this Kirkpatrick Training Evalutation Template, you will
- Understand the Kirkpatrick model of training evaluation with examples.
- Discover the four aspects of impact your training programs can bring.
- Conduct training evaluations on your team as per the Kirkpatrick model
- Learn features and criticisms of the Kirkpatrick training evaluation model.
More about the free Kirkpatrick Training Evaluation Template
Is good training just about high completion rates? We’ll disagree! Effective training impacts many areas, and thus, evaluation of training and development programs must also be holistic. We need to look into what the learners feel, what they gained, how they applied it at work, and ultimately, what the business impact was.The Kirkpatrick model of training evaluation is one such system that allows us to understand the differences made at multiple levels. With the Kirkpatrick model, we evaluate training along four anchors and cover perspectives from our major stakeholders: the participating employees and their team managers overseeing performance. The free Risely template includes an example of Kirkpatrick’s evaluation that will help you understand this in more detail. We will also delve into the pros and cons of the Kirkpatrick model because although it has endured the test of time, voices are calling for change. How do you apply the Kirkpatrick model with your team?The first step is building an understanding of what the model is all about. The second key is carrying out the assessments. Risely’s free Kirkpatrick evaluation template comes with sharable forms for this purpose. It allows you to go from learning to execution quicker than you say, “Kirkpatrick.”
FAQs on the Kirkpatrick Training Evaluation Mode
The Kirkpatrick model of training evaluation is a four-step framework for analyzing training outcomes and connecting them with the tangible impact of employee performance, behavior, and business outcomes.It has four levels:
- Reaction
- Learning
- Behavior
- Results
The Kirkpatrick model is used to evaluate training and development programs in organizations. As the model is built on four levels, each section evaluates a different aspect:
- Reaction: How do learners perceive the training at first glance?
- Learning: What did the learners acquire from the training?
- Behavior: How did the learners apply new skills, knowledge, and capabilities at work?
- Results: How did the business metrics and ROI change with training?
The New World Kirkpatrick Model is a revised version of the model Jim and Wendy Kirkpatrick presented in 2016. While it has the same four-tiered structure, it adds new aspects to the fourth level. The “Results” tab is transformed into “Leading Indicators.” It includes focusing on specific business metrics and behaviors that should change with training.The third level, “Behavior,” is changed into “Behaviors and Required Drivers.” This modification highlights the role of the systems built around employees that impact growth, such as processes, incentives, accountability measures, and reinforcement mechanisms.Overall, the New World Kirkpatrick Model offers a more holistic way to evaluate training and acknowledges the influencers rather than just putting the employee under the spotlight.
Training evaluation follows a few key steps:
- Pre-assessments to understand where you stand.
- Post-training assessments to measure change.
- Employee feedback to understand their experience.
- Manager’s feedback to understand changes in team performance.
- L&D team’s review for ROI calculation and making the business case.