The Kirkpatrick Model is one of the most widely used training evaluation frameworks. Developed by Dr. Donald Kirkpatrick, the model breaks evaluation into four levels—each with a different focus and objective. Understanding these layers helps HR teams and trainers assess how effective a training program really is—from satisfaction to business impact.

🎯 What Are the Four Levels?

📣 Level 1: Reaction

Measures how participants felt about the training—did they enjoy it? Was it relevant? Use:

  • Post-session evaluation forms (a.k.a. happy sheets)
  • Planned action forms
  • Verbal or anonymous feedback

📚 Level 2: Learning

Evaluates the gain in knowledge, skills, or attitudes. Often measured by:

  • Pre- and post-tests
  • Quizzes or case-based assessments
  • Skill demonstrations or practical exercises

👥 Level 3: Behavior

Assesses whether new skills or knowledge are being applied on the job. Examples:

  • Supervisor feedback
  • Behavioral observation checklists
  • Peer reviews or 360° evaluations

📈 Level 4: Results

Focuses on measurable business outcomes:

  • Sales growth
  • Customer satisfaction increase
  • Reduced errors or rework
  • Higher staff retention

💡 Tip: Start With What You Can Measure

You don’t need to implement all four levels at once. Begin with Reaction and Learning. Once you're confident with those, start looking at Behavior and Results over time.

💵 What About ROI?

Some practitioners treat ROI as a fifth level. ROI compares the cost of training with its monetary benefits. Here's a simple way to estimate it:

ROI Formula: (Net Benefits ÷ Training Costs) × 100

For example, if a $10,000 program results in $30,000 in productivity gains, the ROI is 200%.

🧰 Tools & Templates to Get You Started

  • ✅ Free Level 1 evaluation form template (Coming soon)
  • ✅ Level 2 skills testing checklist (Coming soon)
  • ✅ Observation rubrics for Level 3 (Coming soon)

📌 Related Resources