Leaderboard

Many companies believe that training is the best solution to everything and the lack of the same, is the cause for many problems. The Kirkpatrick 4 Level Model is best known approach to analyzing and assessing training programs. Dr. Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin first published this model in 1959. Later, the model has undergone many changes and revisions from 1975 till 2016 until a book got published with title Four Levels of Training Evaluation. Kirkpatrick model: Level 1 – Reaction - Signifies the reaction of the learner to the training experience. The learner’s response to training includes their reactions to the training process itself as well as their feelings about the learning material and instructors. Level 2 - Learning – Evaluates how much the learner has learned during the training session. For example, a learner might take a written examination before and after training. A comparison of the two sets of scores indicates how much the learner gained from the training. Level 3 – Behavior/Impact - Assesses the extent to which the learner applies what was learned in the workplace. For example, a company might assign a superintendent to observe the learner's work for one day. After observing the learner's work, the superintendent provides a report describing the learner's strengths and weaknesses. Level 4 – Results - Defines the long-term impact of the training. It shows whether the learner's new knowledge and skills result in quantifiable business benefits. For example, if a company trains its staff to use a new software application, it will quantity the number of hours saved per week due to faster data entry. Benefits of the Kirkpatrick Model: 1. Evaluates – This model provides an objective, organized approach to investigating the value and impact of the training. 2. Specifics – It is not only a conceptual model but offers specific actions and recommendations for doing analysis of the training. To build a Lean Six Sigma training program that delivers a high score on Kirkpatrick model, follow the below steps: 1) Define the specific aims and desired outcomes for training and the method for taking and analyzing the data 2) The identified desired behaviors wants their Belts/Associates to exhibit in their workplace 3) Again identify, measure and improve an approach to modify behaviors as appropriate 4) Identification of the skills required to complete the first 3 steps 5) Lastly, the benchmarked and developed the actual training materials, exercises and instructional staff to provide the best training experience 6) Extensive feedback from learners were solicited and improvements made in response to learners reactions Three best practices to be followed when thinking about Kirkpatrick Model: 1) Have definable and measurable objectives for any training 2) Ensure to follow up on any training activity to observe if the learning objectives have been applied in the workplace, to provide coaching if required 3) Be patient to until the learning curve is getting completed for learners and apply the same skills in the real time environment. Be focused on follow up, coaching until the needed changes were made The Kirkpatrick Model demands to focus on the perceptions of the learners, the application of the learnings and outcomes of the training sessions, to evaluate and improve the training programs to gain maximum benefit.