Kirkpatrick Model
Also known as نموذج كيركباتريك
Definition
The Kirkpatrick Model evaluates training across four levels: Reaction (did learners find it relevant and engaging), Learning (did knowledge, skill or confidence change), Behavior (are they applying it on the job) and Results (did business outcomes move). It remains the most widely used vocabulary for training evaluation in corporate L&D.
Most organizations measure Level 1 diligently, Level 2 occasionally, and Levels 3 and 4 almost never. Stakeholders care about them in the opposite order. Reaction scores are cheap to collect and correlate weakly with actual capability change, so a program can be popular and ineffective at the same time.
The New World Kirkpatrick Model responds by asking teams to plan backwards from Level 4 and to design for Level 3 explicitly, counting manager reinforcement and on-the-job opportunity as part of the program. Practically, that means agreeing the business metric and the observation method before the course is built.