* Reaction (Level 1): This level focuses on learner satisfaction and engagement. It assesses whether participants found the training relevant to their roles, enjoyed the experience, and considered the material useful. Reaction is typically measured using a survey (commonly known as a "smile sheet") completed after the training. Questions may cover program objectives, course materials, content relevance, and facilitator knowledge. Honest feedback at this level helps improve future training programs.
* Learning (Level 2): Level 2 evaluates whether participants truly understood the training. It measures knowledge gain, skill development, and experience. Assessments can include quizzes, tests, or practical demonstrations. Learning data informs adjustments to training content and delivery.
* Behavior (Level 3): At this level, the focus shifts to behavior change. Did participants apply what they learned in their work or daily routines? Behavior evaluation often involves observation, self-assessment, or supervisor feedback. Organizations aim for sustained changes in performance.
* Results (Level 4): The ultimate goal is to determine the impact of training on organizational
* outcomes. Did the training positively affect business metrics, productivity, quality, or safety? Results are assessed using data such as performance indicators, cost savings, or customer satisfaction12.
References:
* Kirkpatrick Model: Four Levels of Learning Evaluation
* The Kirkpatrick Model of Training Evaluation: Guide