SMR's Kirkpatrick Four Level Evaluation: 2008 and Beyond

Dont be fooled into thinking that just because our senior business partners are not specifically asking for us to demonstrate the impact of training that they dont care!. These words from a senior training manager for a major automobile manufacturer should strike a note of fear in your heart. Or at least, a flutter of caution. Tammy went on to say, Here is how it works. They do not ask for us to demonstrate the value of our learning initiatives, and even off-handedly mention that they hear good things about our programs. But when budget time comes, and there has been issued a directive to tighten the belt a bit, they show their true colors. Guess who they look to for the first line of cuts? Training!!

My father, Don Kirkpatrick, developed the four levels of evaluation over 50 years ago, and they are still with us today. Don identified four words that described how to evaluate the effectiveness of a training program back in the mid-1950s while working on his doctoral dissertation reaction (Level 1, or how training participants thought of their training program); learning (Level 2, or what knowledge, skills, and attitudes were acquired through the training); behavior (Level 3, or to what degree did participants apply on the job what they learned); and results (Level 4, or what results came to be from the training). Dons model remains the most familiar and the most effective evaluation model on the planet. Oh, there are scoffers and skeptics who think otherwise, but they have not apprised themselves as to how the four levels have evolved over the past few years. There are other theories, mostly modifications of Dons original work, which work effectively with the elite few organizations which think they have mastered the four levels. Don and I are truly glad for them, as they do offer variety and a look into using evaluation to actually predict where HRD monies and resources should best be applied for future business success.

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