The Kirkpatrick model presents 4 levels of learning evaluation. A 5th level from Philips is added on top.
Reactions: to evaluate how learners reacted to the training, through satisfaction surveys, opinion polls, on-the-spot or delayed assessments
Learning: to measure what trainees have learnt (knowledge, know-how and attitudes), before (diagnosis, positioning), during (discovery, practice, progress monitoring) and after (validation, skill evaluation) the training
Behaviour / transfer: to evaluate if learners apply what they learned once back on the job, with the intervention of a mentor, a coach or a manager (exchanges, advice and follow-up)
Results: to measure the learning impact on learner and on overall company’s results, with individual and collective data analysis (productivity, increased sales, increased revenue, customer satisfaction, quality of delivered services, reduced number of accidents…)
Return on Investment (ROI): to evaluate if the training investment has a positive ROI, in other words, if the benefits from training programs are higher than the overall costs of training