Kickstart Your Journey with the New World Kirkpatrick Model

The New World Kirkpatrick Model has garnered considerable attention in the field of employee training and performance improvement. This model, developed by Donald Kirkpatrick and later revised by his son, James Kirkpatrick, provides a comprehensive framework for evaluating the effectiveness of training programs. There are four levels in the model: Reaction, Learning, Behavior, and Results. Each level focuses on a specific area in assessing training outcomes. The New World Kirkpatrick Model stands as a valid and effective tool for evaluating and enhancing employee performance.

Getting Started with the New World Kirkpatrick Model

Starting with the Kirkpatrick Model is straightforward, even for organizations that have not previously used a structured approach to training evaluation. Here are three steps you can take to get started.

1. Understand the four levels. The first step is to understand the four levels of the Kirkpatrick Model – Reaction, Learning, Behavior, and Results. Each level corresponds to a different aspect of the training and its outcomes. Reaction measures how participants felt about the training, Learning measures what they learned, Behavior measures how they applied the learning, and Results measure the impact of the training on the organization.
2. Incorporate the model into training development. The next step is to incorporate the model into the development and implementation of training programs. This means designing the training with the four levels in mind, ensuring that the training will be capable of achieving the desired results at each level.
3. Implement evaluation at each level. The final step is to implement an evaluation process at each level of the model. This means collecting data on participants' reactions, assessing what they have learned, observing how they apply the learning in their job, and measuring the impact of the training on organizational outcomes.

Examples of Applying the New World Kirkpatrick Model

Let's pretend you are rolling out a new cybersecurity training program.

• Level 1: Reaction - After the training, you collect feedback from participants regarding their thoughts and feelings about the program. Are they satisfied? Do they believe the content is relevant to their job?
• Level 2: Learning - You use quizzes or tests to measure what participants learned from the training. How well do they understand the new cybersecurity protocols?
• Level 3: Behavior - Supervisors or managers observe employees over time to see if they're applying the new cybersecurity protocols in their daily work.
• Level 4: Results - You track indicators like the number of successful cyberattacks, the time taken to respond to a threat, or even downtime caused by cybersecurity issues to assess the impact of the training on the organization.

By implementing the New World Kirkpatrick Model, you not only evaluate the effectiveness of the training but also identify areas of improvement, leading to an overall enhancement in employee performance and organizational outcomes.

The New World Kirkpatrick Model is a validated framework that offers a systematic approach to evaluating training and improving employee performance. It's never too late for organizations to start applying its principles and to reap the benefits.

_References

1. _{💡Get the book! Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick's Four Levels of Training Evaluation. ATD Press.}
2. _{Kirkpatrick Partners. (2017). The New World Kirkpatrick Model.}