Kirkpatrick Evaluation model
Duration: 3 min
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This educational video provides a comprehensive introduction to the Kirkpatrick Evaluation Model, a standard framework used to assess the effectiveness of training and learning programs. The instructor details the model's origins, its four distinct levels of evaluation, and visually breaks down what each level measures, moving from initial reactions to final organizational results. The lecture bridges theoretical definitions with practical visual aids to ensure student understanding of the evaluation hierarchy.
Chapters
0:00 – 2:00 00:00-02:00
The session begins with a slide titled "KIRKPATRICK EVALUATION MODEL" displayed in both English and Hindi. The instructor explains that the model is a "globally recognized method of evaluating the results of training and learning programs." She highlights the four specific levels of criteria listed on the slide: "reaction, learning, behavior, and results." To aid memory, she writes the acronym "RLBR" on the screen. She also points to the text stating the model was "developed by Donald Kirkpatrick in 1959" and is the "most popular model for evaluating the effectiveness of a training program." The slide also mentions that it assesses both formal and informal training methods.
2:00 – 2:59 02:00-02:59
The visual aid changes to a purple funnel diagram representing the four levels. The instructor points to the top level, "Reaction," and then moves to the second level, "Learning." Next to the description for Learning, she writes "KSA" in a circle. The on-screen text explains that this level measures whether the learner has acquired "knowledge, skills, attitude, confidence, and commitment." She gestures towards the lower levels, "Behavior" and "Results," indicating the progression of evaluation from immediate feedback to long-term organizational outcomes. The text for Behavior mentions measuring "behavioral changes after learning," while Results measures "targeted outcomes resulted from the training program." This section clarifies that the model evaluates not just what was learned, but how it is applied and the final business impact.
The lesson effectively transitions from a textual overview of the Kirkpatrick Model's history and definition to a visual analysis of its four hierarchical levels, specifically emphasizing the "Learning" stage's focus on Knowledge, Skills, and Attitude (KSA). This progression helps students understand how training evaluation moves from subjective feedback to objective organizational impact.