Alternative to the Kirkpatrick Model of Training Evaluation

LearnDash

If you have been in the elearning (or training) industry for any amount of time, then you are most likely aware of the Kirkpatrick model of learning evaluation. One could write an entire book on the Kirkpatrick model and the different levels, but I am not going to get into too much detail. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line.

How to Evaluate Learning: Kirkpatrick Model for the 21st Century—A Revision

Dashe & Thomson

I was asked by Wendy Kirkpatrick to remove the copyrighted Kirkpatrick diagrammatic model from my original blog post, How to Evaluate Learning: Kirkpatrick Model for the 21st Century. Kirkpatrick’s Revised “Four Levels of Evaluation” model , what we need to do is find out what success looks like in the eyes of these senior managers and stakeholders and let them define their expectations for the training program. Kirkpatrick calls this Return on Expectations, or ROE.

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Measuring eLearning ROI With Kirkpatrick’s Model of Training Evaluation

Adobe Captivate

In this blog, I outline how you can use the Kirkpatrick’s model of training evaluation as a model to measure training effectiveness and impact. What is Kirkpatrick’s model of training evaluation? This model was created by Donald Kirkpatrick in 1959, and is one of the most commonly used training evaluation models in the world. Featuring four levels, it covers the entire spectrum of parameters from learner reaction to the desired business impact.

Learning Analytics: Evaluating the Business Influence of Learning Programs

Docebo

Ever since Kirkpatrick came up with his 4-level model ? in the 1950’s, L&D professionals have been trying to understand the relationship between learning outcomes and business results. What are you doing to ensure you’re connected to the overall business and its challenges? .

Measuring training effectiveness — the Kirkpatrick model

Matrix

So it is only natural for businesses to want be able to quantify the value that training sessions bring to the organization. Luckily, Donald Kirkpatrick created a training evaluation model that gives this process a clear structure. Of course, as with most things, as we move up, more time and resources need to be consumed in order to get, in this case, the most accurate analysis. The last level takes a crack at assessing training in terms of business results.

Is Kirkpatrick’s Model of Evaluating a Training Program The Best? – Part 3

CommLab India

This is the third blog in the Kirkpatrick Model of Instruction series. In the first part of the series, I covered the need to evaluate any training program and the basics of the Kirkpatrick model of evaluating a training program. In the second part of this series, I delved into each level of the Kirkpatrick model. It won’t stop just there – there would need to be an in-depth analysis conducted into the reasons for failure.

Determining The ROI Of eLearning – Using Kirkpatrick’s Model Of Training Evaluation

EI Design

In this article, I outline how you can use the Kirkpatrick’s model of training evaluation to measure training effectiveness, its impact, and the ROI of eLearning. The measurement of ROI of eLearning needs an integrated approach that should begin during the Training Needs Analysis or TNA phase and should successively build up right up to the determination of its impact on business. Training Needs Analysis (TNA). Assessing the gain for business.

Top 5 Performance Support Apps for Learning Designers

Learnnovators

that creates high-level training designs based on the results of Allen’s proprietary Answer rapid needs analysis, thereby empowering learning designers to build engaging and impactful courses. offers 40 short practical sessions on business aspects, instructional design, graphics & multimedia, and social media. Task Analysis Job Aid’ App. Kirkpatrick’s Evaluation Model’ App. THE QUOTE: “ Instructional Design is complex and overlaps with many fields.

Flipping Kirkpatrick

Big Dog, Little Dog

Donald Kirkpatrick's Four Levels of Evaluation was introduced in the late fifties: Reaction - how the learners react to the learning process Learning - the extent to which the learners gain knowledge and skills Performance (behavior) - capability to perform the learned skills while on the job Results (impact) - includes such items as monetary, efficiency, moral, etc. And I think the reason why is that because Kirkpatrick basically nailed it, but presented it wrong.

Alternatives to Kirkpatrick

bozarthzone

While the Kirkpatrick taxonomy is something of a sacred cow in training circles—and much credit goes to Donald Kirkpatrick for being the first to attempt to apply intentional evaluation to workplace training efforts—it is not the only approach. Apart from being largely atheoretical and ascientific (hence, 'taxonomy', not 'model' or 'theory'), several critics find the Kirkpatrick taxonomy seriously flawed. More later on alternatives to the Kirkpatrick taxonomy.

Free eBook: Practical Approaches To Determine The ROI Of eLearning – Using Kirkpatrick’s Model Of Training Evaluation

EI Design

This free eBook, Free eBook: Practical Approaches To Determine The ROI Of eLearning – Using Kirkpatrick’s Model Of Training Evaluation, provides practical tips that you can use to measure the effectiveness of online training, leading to the ROI on your training spend. Practical Approaches To Determine The ROI Of eLearning – Using Kirkpatrick’s Model Of Training Evaluation. What is Kirkpatrick’s model of training evaluation?

How to Build a Business Case for Learning Technology | A Business Value Flowchart

Degreed

Traditional learning measurement tools, like Kirkpatrick’s training evaluation model or Brinkerhoff’s success case method, don’t work for technology investments. Technology and business leaders don’t just look at hard costs and benefits, either.

TOP 5 PERFORMANCE SUPPORT APPS FOR LEARNING DESIGNERS

Learnnovators

that creates high-level training designs based on the results of Allen’s proprietary Answer rapid needs analysis, thereby empowering learning designers to build engaging and impactful courses. offers 40 short practical sessions on business aspects, instructional design, graphics & multimedia, and social media. Task Analysis Job Aid’ App. Kirkpatrick’s Evaluation Model’ App. THE QUOTE: “ Instructional Design is complex and overlaps with many fields.

Kirkpatrick - misunderstood again

Learning Rocks

Acres of screen and print pages have been given over to the relevance or otherwise of Kirkpatrick's model of evaluation. Today a colleague received a request to make sure the course he was working on featured Kirkpatrick analysis. The client wanted a survey at the end of the course that addressed all four levels of Kirkpatrick in one go: what do you think of this training course? Still, being an elearning guy now does have its benefit - no more bloody business hotels.

Kirkpatrick - misunderstood again

Learning Rocks

Acres of screen and print pages have been given over to the relevance or otherwise of Kirkpatrick's model of evaluation. Today a colleague received a request to make sure the course he was working on featured Kirkpatrick analysis. The client wanted a survey at the end of the course that addressed all four levels of Kirkpatrick in one go: what do you think of this training course? Still, being an elearning guy now does have its benefit - no more bloody business hotels.

Don Kirkpatrick’s Contribution to Learning & Development

CLO Magazine

The name evolved from the fact that they were published as four installments, each one adding another level to the analysis. The Business Of LearningI just saw an announcement that Don will retire from the speaking circuit this year. Few people have single-handedly made such an impact on our profession. I have known Don for years and his story is very interesting. Don got his start in learning when he was working on his Ph.D.

Conducting Post-Course Evaluations

CourseArc

The industry standard Kirkpatrick model measures training based on the four levels of analysis: Level 1: Did the learners enjoy training? Level 4: What business results can be attributed to the training? Through careful planning and preparation, instructional designers should be able to design effective post-course evaluations that improve business results. Instructional Design evaluation Four Levels of Evaluation Kirkpatrick's Levels of Evaluation

Online Courses Are Golden: Can an LMS Help Your Business Cash In?

Talented Learning

And if you already offer online courses, you’re probably looking for ways to expand this line of business. Not surprisingly, with such a diverse spectrum of business opportunities, and with so much ongoing digital innovation, support for commercial training content providers is the most rapidly evolving segment in the learning technology space. Financial reporting, sales analysis and reconciliation reporting. How to customize a business model for your market realities.

Podcast 32: Building a Customer Education Business Case – With Bill Cushard of Learndot

Talented Learning

It’s not just because it’s the hottest segment of the extended enterprise learning market, but because it’s a fascinating specialty that blends marketing, instructional design and business strategy. But eventually, I lost interest in being considered business “overhead.”

What’s New In Enterprise Learning?

Dashe & Thomson

Kaufman’s model connects performance to expectation and includes analyses of available corporate resources, organizational payoffs, and a mega analysis of societal contributions. Does it improve on Kirkpatrick? This is a good overview of PM tools that allow mobility for busy project managers. social learning elearning Kirkpatrick learning evaluation mLearning project management virtual classroom

How to Measure the Business Impact of Your Training and Development Programs

EI Design

To determine the ROI of your training, you need to measure its impact on both learners and business. This article offers insights on a set of practical cues that can be used to measure the business impact of your training and development programs. Introduction.

How to Measure the Business Impact of Your Workforce Training Programs

EI Design

Given the significant investment on time and money organizations make on workforce training programs, there is an intrinsic need to ascertain its impact on business. Challenges in measuring the business impact of your workforce training programs.

More on Re-evaluating Evaluation – Jack Phillips and ROI

Dashe & Thomson

I have been blogging a lot about Training Evaluation this year—mostly Kirkpatrick , but also Brinkerhoff and Scriven. I just realized that I haven’t included a single word about Jack Phillips , who introduced Return on Investment (ROI) as Level 5 to Kirkpatrick’s Four Levels of Evaluation. My first exposure to Phillips’ ROI—although I didn’t realize it at the time—was through a colleague who introduced me to Kirkpatrick’s Four Levels. Trend line analysis.

In Defense of the Four Levels

Integrated Learnings

Over the past year or so, I’ve noticed several comments about how Kirkpatrick’s model of four levels of evaluation is outdated. An initial gap analysis should identify specific business needs (level 4) and what is required to fulfill those needs (level 3). We talk a lot about the need for improved diligence in the field with measuring job performance and business results. Like any model, Kirkpatrick’s four levels has limitations. By Shelley A. Gable.

Measurement, Meet Management

CLO Magazine

Usually and apparently falsely attributed to management guru Peter Drucker, it nonetheless pops up in management speak and business circles far and wide. Ever since Don Kirkpatrick’s eponymous learning evaluation model roared out of Wisconsin in the 1950s, learning professionals have been busily standardizing, collecting and analyzing a host of learning outputs from smile sheets and course assessments to behavior change and productivity measures.

Impact and ROI of Learning: Worth Pursuing or Not?

CLO Magazine

Instead, they call for showing the alignment of learning to business goals, focusing on easier-to-measure participant reaction, amount learned and application (levels 1, 2 and 3, respectively, of the Kirkpatrick Model/Phillips ROI Methodology) and finally focusing on employee engagement with learning (consumption of learning and completion rates). Aligning learning to business goals and measuring levels 1 through 3 are always good ideas, so no disagreement there.

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How Employee Performance determines the Success of Your Training Program

eFront

It’s also an excellent way to gauge how employees are able to contribute to the business. And its best benefit – it is an avenue for rewards and recognition of the business’ top employee performance and thus, also an instrument for augmenting both employee morale and productivity. A prompt review gives everyone in the company better insight on what competencies contribute most to the company’s business goals and what skills need more polishing.

Are You Measuring the Business Impact of Your Employee Training Programs?

ePath Learning

Quite often, those executives that fund training budgets are eager to see the connection between investing in learning (including learning technologies) and business value. Training leaders need to demonstrate value and measure business impact to show that their training results are successfully contributing to business operations. These training results constitute business impact. Define Business Impact Indicators.

Introduction to Evaluation in e-Learning

eFront

Evaluating e-Learning Development Searching & Evaluation Web Resources Undertaking a Needs Analysis for e-Learning e-Learning Concepts and Techniques: e-Learning Evaluation This e-book, e-Learning Concepts and Techniques, is the result of a collaborative effort by students in the Bloomsburg University, Department of Instructional Design spring 2006 e-Learning Concepts and Techniques online class as well as several guest authors and contributors from around the world.

Measuring the Success of Your E-Learning Modules – Three Essential Areas to Assess

Capytech

Training on topics like quality, communication, and leadership skills requires a much more subjective analysis of success. Kirkpatrick Model of Training Evaluation. It was developed in the 1950s by Dr Donald Kirkpatrick, an American university professor.

[Free Webinar] How to measure and maximize the ROI of eLearning

Adobe Captivate

This begins with the Training Needs Analysis, or TNA phase, and successively builds up right up to the determination of its impact on business. The approach uses Kirkpatrick’s model of training evaluation and Kirkpatrick-Phillips evaluation model of training to measure training effectiveness and arrive at the ROI. What is Kirkpatrick’s model of training evaluation? What is Kirkpatrick-Phillips evaluation model of training? •

Workplace Learning 2025 – What is the ROI of learning and development?

Learning Pool

While ROI can be elusive, organisations that do it well are starting with the business metric and examining performance outcomes,” says CIPD head of L&D Andy Lancaster. But it is more useful to examine ROI through the lens of the business cycle.

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How Data Science and Learning Intersect

Ideaon

More organizations now embrace the need for data science in every sector of the business. However, the ROI, in the long run, doubles any expenses incurred in the process of implementing data science to the business. Personalized Training and Feedback Analysis.

48 Books Every Aspiring Chief Learning Officer Should Read

TalentLMS

Learning & business strategy books (4). Indeed, you’ll get valuable resources like principles of team-based learning design, as well as different models for building business simulations. Readers have said, “[it’s] a straightforward approach”, ”a great book for a new and busy trainer” and “has improved my workshops and participants satisfaction, engagement, and retention”. Kirkpatrick’s Four Levels of Training Evaluation by James D. Kirkpatrick.

How To Measure And Analyze The ROI Of Custom eLearning

Wizcabin

With analysis, organizations can also determine how individual aspects of an operation are performing. Well, we can do that through the expansion of Kirkpatrick’s model of analyzing and evaluating the results of training. Level #4: Impacts on business.

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The Top 7 Was You Can Utilize Your Remaining 2018 Training Budget

Coreaxis

Increase Advanced Core Skills – Strong core skills are vital to achieving business results. As everyone is asked to more with less, work with increasingly diverse teams, and adjust to business shifts, the additional skills of conflict resolution, and empathy are also increasing in importance. To truly measure the impact of learning, you need to build a complete evaluation strategy which incorporates the total continuum of Kirkpatrick (Reaction, Learning, Behavior, Results).

ADDIE: A 5-Step Process for Effective Training & Learning Evaluation

Watershed

In this post we’ll explore the five stages of the ADDIE model of instructional design—analysis, design, development, implementation, and evaluation—and how this process can help or hurt your learning evaluation methods. Analysis. And good design builds on the results of the analysis.

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