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How To Evaluate a Training Program

Amelia has over 25 yrs of experience in the IT, Training and Education, and eLearning industry.


Kirkpatrick’s 4 Levels of Evaluation for Training Programs

When developing a training program, it’s important to follow the 5 phases of the ADDIE model, which includes Analysis, Design, Development, Implementation and Evaluation. For more information on the ADDIE model, click here.

The final phase of the ADDIE model, Evaluation, is to measure the effectiveness of the training program.

In 1975, Donald Kirkpatrick, who was known for creating the training evaluation model, first presented a four-level model of evaluation that has become a classic in the industry:

Level I: Reaction – How did the student feel and what did they think about the training?

Level II: Learning – How much did the student learn?

Level III: Behavior – What is the extent of behavior and capability improvement and implementation/application?

Level IV: Results – What impact on the business did the training have as a result of the learner’s performance?

By using Kirkpatrick’s 4 levels of evaluation, you can effectively determine if training goals were met.

How to Evaluate using the Kirkpatrick Model for Summative Evaluation

Reaction – Distribute an evaluation or feedback form. This is often called a “smilesheet” and can be administered in either paper format or online format.  This type of evaluation is usually inexpensive and used by most organizations.  Be sure to distribute evaluations immediately after training ends.  You can include questions to evaluate the instructor, material covered, training materials and audio visual equipment.

Learning – To assess the amount of learning, consider using pre-tests and post-tests.  The tests attempts to determine how students have advanced with regards to skills, knowledge and attitude.  Pre-tests should be administered before the class begins, and post-tests would be given at the completion of the training class.  You can administer pre-tests and post-tests on paper or online. You can include multiple choice/fill-in the blank type questions, and/or may include work-related hands-on exercises for the learner to complete online.

Behavior – To determine the extent of behavior and capability improvement, consider observing learners for an extended period of time after training is completed.  This can be measured via post training interviews, monitoring progress and meeting with managers of the learners to determine if the training has allowed the learner to excel in his/her job.

Results – To determine the business impact of the training program, measure key performance indicators including return on investment, staff turnover, employee retention, quality ratings and other types of quantifiable aspects of the performance of the organization.

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© 2010 Amelia Griggs


Amelia Griggs (author) from U.S. on December 11, 2012:

Dear Guest User,

I regards to your question for some basic ideas for evaluation form questions, when I used to do classroom training, we used a basic evaluation sheet that asked questions such as the following:

Did the class meet your expectations?

What the training format effective?

Were the training materials helpful?

Was the instructor knowledgeable for the material covered?

Was the training environment suitable

Are you ready to apply what you learned from class to your workday? Yes or No, If No, why?

I would recommend a list of statements that the learner can rank using a scale such as:

5 – strongly agree

4 – agree

3 – neither agree nor disagree

2 – disagree

1 – disagree strongly

It would be best to track the results online using something like surveymonkey.com, or using some simple like an excel spreadsheet where you can track results. It is then helpful to graph the results for quality measurement.

Hope that helps...good luck in your training evaluation.



Hi on December 11, 2012:

Thanks information very well reprsented...

Can you give some basic idea about how to go about drafting Training Evaluation Form!!!

Amelia Griggs (author) from U.S. on April 14, 2012:

Thank you for the comment Mickey. I'm glad you found the article helpful! I will check out your link. Thanks. :-)

Micky Fokken on April 13, 2012:

I really like this article, especially the color chevrons. :)

In the past I have struggled making time to evaluate programs. Over time, I created a streamlined process called "Stoplight Evaluations". To learn more and to download a template, you are welcome to visit the link below:


I hope it is as helpful to others as it has been for me!

Mees on February 28, 2012:

Thanks a lot. I am a fresher and really appreciate your help. I would love to ask for your help whenever i need in future.BTW I am from Kashmir,India. Thanks a lot once again. :)

Amelia Griggs (author) from U.S. on February 27, 2012:

Hello again Mees,

There is a large amount of information on the web, so for starters, you might want to do a google search for:

metric system to measure performance

delphi study performance measurement

I did a search and it came up with a lot of results.

Also, I noticed that there are already a few hubs on "performance measurement" so you can search within hubpages for related information.

If you need to create a metric system for measuring training results, first I would start with a list of key indicators, for the things you want to measure. Then you might want to look into some case studies for training performance measurement.

I will look into doing a hub on this topic in the near future for further help.

Mees on February 27, 2012:

Thanks alot for your help.

Although i need little more help from you, my Boss asked me to create a metric system to clearly measure the results of the training, what should it be??

Amelia Griggs (author) from U.S. on February 26, 2012:

Hello Mees,

Glad you like the article. In regards to terming a behavior as good or bad after training, I would recommend measuring the success of the training outcome by one or all of these methods:

1. Present a training evaluation form to the learner after class is completed which rates difficulty, presentation, content covered, etc. This will help you determine if the learner found the training helpful and how they will apply it to their workplace.

2. Post-training scored assessment which can be an online interactive assessment, or a quiz with a mix of True/False, Multiple Choice, etc. type questions. This will measure the quality of training by determined how much was retained by the learner.

3. Most importantly, if used in a workplace, the learner should be able to utilize the material that he or she learner and successfully accomplish tasks as part of an assigned project. For example, if the completed training was on Project Management, the learner can be assigned a project to manage, and you can then measure the success based on the outcome of the project.

Hopefully, one or all of these methods will help to determine if the learner was successful in the training, and if the training was "good" or "bad".

Hope this helped.



Mees on February 25, 2012:

This is a nice article but could you tell me how is behavior termed as good or bad after training. It will help me to understand the behavior better

Amelia Griggs (author) from U.S. on December 04, 2011:

Glad you found this hub helpful, roop! Thanks for your comment. :-)

roop on November 27, 2011:

foud very helpful. great information.

Amelia Griggs (author) from U.S. on October 18, 2010:

Glad you found it helpful, golfalways!



golfalways on October 18, 2010:

Very very true. Great post. Thank you very much

I am finding myself stuck on your page with all the great material


Amelia Griggs (author) from U.S. on July 26, 2010:

Cool, thanks very much, Neil. Glad you found it helpful!




Neil Sperling from Port Dover Ontario Canada on July 26, 2010:

Very solid and helpful information - I bookmarked this hub and rated it up.

Amelia Griggs (author) from U.S. on May 31, 2010:

Thanks, opismedia. Glad you found it helpful!



opismedia on May 26, 2010:

This is an interesting stuff you posted here. Thanks for sharing it.

Amelia Griggs (author) from U.S. on March 08, 2010:

I learned this in grad school a few years ago and it made so much sense. It was something that a lot of us may already have been using as teachers, but this defined the steps clearly. Glad you found this helpful. :-)

Duchess OBlunt on March 05, 2010:

I think I could have used this when teaching my seniors! I also think I will follow up with your link and pass it on here at work to those who train others on our web program. So glad you popped in to my hub and left a message! This looks like it will prove to be quite beneficial for me. :) Thank you.

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