The Kirkpatrick Model

1

100

What is Kirkpatrick Model and what is it used for?

• It is a framework invented by Donald Kirkpatrick in 1955. It is regarded as one of the most widely used tools to test the efficacy of training or learning programs.

200

How many stages in the Kirkpatrick model? Arrange in order.

• There are four primary stages in the model which are
• 1) reaction, 
• 2) learning, 
• 3) behaviour and 
• 4) results.

300

What are the advantages of using Kirkpatrick model?

• Since the Kirkpatrick model is a widely known framework, it is relatively easy to conduct in any settings and develop throughout the evaluation period. The model is well-organised and logical which deliver feedback to the organisation of an overall perspective.

400

What is a cost-benefit analysis?

• Cost-benefit analysis is a tool to investigate the economic value of training by means of accounting systems which consider/compare the training expense and rewards.

500

What is the formative evaluation?

• It refers to the assessment of training during the design of the session which ensures the arrangement and consistency of the training. It also suggests room for improvement.

2

100

What is Reaction?

• The extent to which participating trainees react appreciatively or favourably towards the training sessions.

200

What are some of the resources and techniques to assess Reaction?

• Interviews, surveys (physical or online) and smile sheets, which are conducted immediately after the end of training

300

What is the difference between Learning and Behaviour?

• Learning is the level of familiarity with the facts and figures, principles and techniques as a result of training session, whereas behaviour is the extent to which trainees display those lessons learned into their workplace.

400

What is a direct cost?

• Direct costs consist of salaries and benefits of employees who participate in the training program: trainees, coaches, external consultants and specialists who create the program; equipment and supplies cost, space rentals, and travel expenses.

500

What is the summative evaluation?

• It can be described as an assessment to examine whether or not training has resulted in an intended outcomes; if trainees have acquired knowledge and skills, and the financial impact of the training.

3

100

What is Learning?

• The extent to which participating trainees obtain the intended information, knowledge and skills as a result of taking part of the training sessions.

200

What are some of the resources and techniques to assess Learning?

• Exams, interviews, and observations which can be carried out simply prior to or after the training session, though be cautious that it can take a lot of time.

300

What is the rationale behind using the Kirkpatrick model?

• The model is suitable for training when the expense is significant, there is plenty of time and interest, the training is in progress and has the possibility to transform employees, it has as a high number of participants and the trainers have the appropriate tools and capabilities to conduct assessments.

400

What is an indirect cost?

• Indirect costs are expenses not directly linked to the design and deliver of the training. These include general facilities, cost of lost productivity of trainees, replacement of position and so on.

500

What are threats to validity and how does it affect the training evaluation?

• It refers to threatening remarks that cause the assessor to question the outcomes. There are 1) internal validity: the credibility of the study, and 2) external validity: the universality of the outcomes towards other groups and circumstances.

4

100

What is Behaviour?

• The extent to which participating trainees incorporate or apply what they have learned during the training session when they are back on the job.

200

What are some of the resources and techniques to assess Behaviour?

• Observations, 360-degree feedback and interviews which should be executed from time to time periodically because trainees need time to implement lessons learned.

300

What is the difference between ADDIE model and Kirkpatrick model?

• The ADDIE model is a generic framework used for the whole training purposes from start to finish, consisting of Analysis, Design, Develop, Implement and Evaluate; whereas the Kirkpatrick model mainly focuses on the evaluation aspect on the effectiveness of training sessions.

400

How reliable or effective of the Kirkpatrick model in measuring learning?

• This is arguable. There are many frameworks which can be used to assess the outcomes of training such as: Philips ROI Methodology and Brinkerhoff’s Success Case Method, The idea is not necessarily about the model an organisation chooses to use but more about how well they use it.

500

What are the limitations of Kirkpatrick model?

• The Kirkpatrick model can be a time consuming process due to the data collection and analysis time. It can also be expensive especially human resources are not sufficient.

5

100

What is Results?

• The extent to which the intended outcomes occur after the training session which includes return on investment, productivity, employee retention and so on.

200

What are some of the resources and techniques to assess Result?

• Observations, data analysis tools, and performance appraisals which require time to administer; what is expected and going to be measured should be explicitly explained to trainees so they fully understand.

300

How many types of evaluation designs are there?

• There are 4 main types of evaluation designs: 
• 1) post-test only (only after training outcomes are gathered), 
• 2) pre-test/post-test (both before the training and after training measures), 
• 3) time series (phases between the start to finish of training), and 
• 4) Solomon four-group (comparison between post-test only group with pre-test/post-test group)

400

In recent studies, a new stage is added to the Kirkpatrick model, what is it called?

• It’s called “return-on-investment” (ROI). This is different from ‘Result’ in a sense that it is more like an accounting term. For instance, for a dollar you spend on training, how much did you get in return?

500

What are the alternatives to the Kirkpatrick model?

• Jack Philips’ Five Level ROI Model
• Robert Stake's Congruence-Contingency Model
• Daniel Stufflebeam's CIPP Model (Context, Input, Process, Product)
• Kaufman's Five Levels of Evaluation