Donald Kirkpatrick identified the evaluation model most widely recognized today in corporate training organizations. The Kirkpatrick Model addresses the four fundamental behavior changes that occur as a result of training. Level one is how participants feel about training (reaction). This level is often measured with attitude questionnaires. Level two determines if people memorized the material (learning). This is often accomplished with pre-testing and post-testing. Level three answers the question, “Do people use the information on the job?” This level addresses transference of new skills to the jobs (behavior change). This is often accomplished by observation. Level four measures the training effectiveness, “What result has the training achieved?” This broad category is concerned with the impact of the program on the wider community (results).
