“The New World Kirkpatrick Model will show you how to create an effective training evaluation plan for any program so that you can show the organizational value of your work.” Dr. Jim and Wendy Kirkpatrick
The New World Kirkpatrick Model enriches the original four evaluation levels with practical considerations and dimensions that impact learning quality and effectiveness at each level.
It also provides greater clarity regarding the purpose and intent of the levels.
Level 4- Results
For example, did you know that every organization has only one Level 4 result? It is the answer to the question: “What does the organization exist to do, deliver, or contribute?”
It might be “profitably delivering the product or service to the marketplace” or “accomplishing the mission” in the case of non-profit organizations.
What we originally considered results (sales volume, customer satisfaction, and market share) are really leading indicators, measurements that do not stand alone. As the Kirkpatricks note, a company that has high customer satisfaction can still go out of business if it isn’t profitable.
Level 3- Behavior
At Level 3-Behavior, they introduce critical behaviors, required drivers, and on-the-job learning.
Critical behaviors are “the few, specific actions, which, if performed consistently on the job, will have the biggest impact on the desired results” and organizational success.
Required drivers are “processes and systems that reinforce, monitor, encourage, and reward performance of critical behaviors on the job,” such as job aids, coaching, and recognition programs.
On-the-job learning is where 70% of learning takes place. Optimal performance depends upon employee motivation and commitment, coupled with organizational support and reinforcement.
Level 2- Learning
At Level 2-Learning, the dimensions of attitude, confidence, and commitment have been added to knowledge and skill because they are the most common causes of substandard performance.
Knowledge = “I know it.” Skill = “I can do it right now.” Attitude = “I believe it will be worthwhile” (to do this in my work). Confidence = “I think I can do it on the job.” Commitment = “I will do it on the job.”
Level 1- Reaction
For Level 1-Reaction, there are three dimensions: customer satisfaction, engagement, and relevance.
Customer satisfaction replaces participant satisfaction, indicating a new appreciation of training participants as customers.
Engagement includes personal responsibility (how present and attentive the participants are) and program interest (how the facilitator involves and captivates the participants).
Relevance indicates that the participants will be able to apply what they learned in their daily work.
In The New World Kirkpatrick Model, Levels 1 and 2 measure the quality of a training program, while Levels 3 and 4 measure its effectiveness.
Question: Why do the Kirkpatricks recommend that training design begin with Level 4?
If you would like more effective training programs, contact Deb Laurel to design them or train your trainers how to do it for themselves.
May your learning be sweet- and safe.