Introduction For This Week's Discussion: Question 1

Introduction For this week’s discussion I chose question 1 to answer. The question asks to Describe the 4 levels of evaluation that make up Kirkpatrick’s framework of evaluation. Identify 1 example of data at each level that might be collected to provide evidence for the effectiveness of a class or training program in which you have participated

In this week's discussion, I will describe the four levels of evaluation within Kirkpatrick's framework and provide an example of data that could be collected at each level to assess the effectiveness of a training program I have participated in.

The Kirkpatrick model of training evaluation consists of four distinct levels: Reaction, Learning, Behavior, and Results. These levels collectively offer a comprehensive approach to assessing the impact and efficacy of training initiatives in organizational settings (Werner, 2022).

Reaction Level

The first level, Reaction, measures the trainees’ immediate responses to the training session, focusing on their satisfaction and perceived relevance. It aims to answer whether participants found the training engaging and useful. Data collected at this level typically includes feedback forms, surveys, or verbal comments. For example, after a professional development workshop, participants may fill out a satisfaction survey, rating aspects such as trainer effectiveness, content relevance, and overall satisfaction. Although this data gauges participant engagement, it does not provide direct evidence of learning or behavioral change.

Learning Level

The second level assesses the extent to which trainees have acquired the intended knowledge, skills, or attitudes. Evidence at this stage often involves assessments like quizzes, tests, or practical demonstrations. For instance, in a training program I attended on new software tools, progress was evaluated through pre-and post-training tests to measure knowledge gains. A marked improvement in test scores indicates that learning has taken place, confirming that the training successfully conveyed the necessary information.

Behavior Level

The third level focuses on behavioral change and whether trainees apply what they have learned in their work environment. This is evaluated by observing or measuring changes in job performance over time. An example from my experience is when I was trained on leadership techniques; my supervisor observed and provided feedback on my ability to manage team tasks and communicate more effectively after the training. Additionally, peer assessments or self-evaluations can serve as evidence of behavioral application.

Results Level

The final level examines the broader organizational impact resulting from the training. Data collected could include productivity metrics, quality improvements, employee retention rates, or customer satisfaction surveys. In my previous role, a training that focused on customer service skills led to increased customer satisfaction scores and reduced complaints. Measuring such outcomes demonstrates whether the training contributed to organizational goals and long-term success.

Overall, Kirkpatrick’s framework provides a structured approach to evaluate training programs holistically, from participant satisfaction to tangible organizational improvements (Campbell et al., 2019). By systematically collecting data at each level, organizations can better understand the effectiveness of their training efforts and identify areas for improvement.

References

• Campbell, K., Taylor, V., & Douglas, S. (2019). Effectiveness of online cancer education for nurses and allied health professionals; a systematic review using kirkpatrick evaluation framework. Journal of Cancer Education, 34(2).
• English Standard Version Bible. (2023). 2 Corinthians 13:5.
• Hodder & Stoughton Ltd. (2009). NIV Bible.
• Werner, J. (2022). Human Resource Development: Talent Development (8th ed.). Cengage Learning.