The Kirkpatrick Taxonomy 2. The Phillips ROI Model 3. The CIPP Evaluation Model

The
most widely used methods of evaluating training effectiveness and how to

use them.
The three approaches are:
1. The Kirkpatrick Taxonomy
2. The Phillips ROI Model
3. The CIPP Evaluation Model
1. The Kirkpatrick Taxonomy

The Kirkpatrick Taxonomy is perhaps the most widely used method of
evaluating training effectiveness. Developed by Don Kirkpatrick in the
1950s, this framework offers a four-level strategy that anyone can use to
evaluate the effectiveness of any training course or program.
The four levels are:
1. Level 1: Reaction
2. Level 2: Learning
3. Level 3: Behavior
4. Level 4: Results
Here’s how each level works:
Level 1: Reaction
At this level, you gauge how the participants reacted or responded to the
training. Asking the participants to complete a short survey will help you identify
whether the conditions for learning were present.
Level 2: Learning
The second stage is to gauge what the participants learned from the training.
Most commonly, short quizzes or practical tests are used to assess this; one
before the training, and one afterward.
Level 3: Behavior
The third stage takes place a while after the training. Using various assessment
methods, you try to assess whether the course participants put what
they learned into practice on-the-job. To assess this, you may ask participants to
complete self-assessments or ask their supervisor to formally assess them.
Level 4: Results
Lastly, you need to evaluate whether the training met the stakeholders’
expectations. In most companies or organizations, the stakeholders are usually
the management or executives who decided to implement the training in the first
place. The goal is to determine the return on these expectations, known as
ROE (Return on Expectations).
2. The Phillips ROI Methodology

The second method for evaluating training effectiveness that we’ll discuss is the
Phillips ROI Methodology. When Jack Phillips published his own work on training
evaluation in 1980, the Kirkpatrick taxonomy was already well established as the
dominant training evaluation model. However, Phillips wanted to address several
of the shortcomings he saw in the Kirkpatrick taxonomy. His ROI methodology is
best thought of as an expanded version of Kirkpatrick’s taxonomy.
The Phillips ROI Methodology has five levels:
Level 1: Reaction
In common with the Kirkpatrick taxonomy, the Phillips methodology evaluates
the participants’ reaction.
Level 2: Learning
The second level evaluates whether learning took place.
Level 3: Application and Implementation

The original Kirkpatrick taxonomy evaluated behavior in the workplace to see
whether the learning translated into on-the-job training. Phillips expanded this
level to cover both application and implementation. This addresses one of the
central criticisms of the Kirkpatrick taxonomy: that it doesn’t gather enough data
to help improve training.
Level 4: Impact
While the fourth level of the Kirkpatrick taxonomy focuses purely on
results, Phillips’ methodology is much broader. His level 4
– Impact – helps identify whether factors other than training were responsible for
delivering the outcomes.
Level 5: Return on investment (ROI)

Unlike the Kirkpatrick taxonomy that simply measures training results again
stakeholder expectations (ROE), Phillips’ methodology contains a fifth level
specifically for measuring ‘return on investment’, ROI. This level uses cost-
benefit analysis to determine the value of training programs. It helps companies
measure whether the money they invested in the training has produced
measurable results.
3. The CIPP evaluation model

The third approach to evaluating training effectiveness that we’ll discuss is the
CIPP model, developed in the 1960s by Daniel Stufflebeam. Often referred to as
the Stufflebeam model, CIPP is an acronym for the following four areas of
evaluation:
 Context
 Input
 Process
 Product
CIPP evaluates these areas when judging the value of a program. Unlike the
Kirkpatrick Model and the Phillips ROI Methodology, CIPP is less about proving
what you did and more about improving what you’re doing. Arguably, this
makes it more useful for businesses and organizations.
The CIPP model was later expanded to include Sustainability, Effectiveness, and

Transportability. It offers a decision-centered approach to the evaluation of
programs.

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The

most widely used methods of evaluating training effectiveness and how to

The three approaches are:

3. The CIPP Evaluation Model

1. The Kirkpatrick Taxonomy

The four levels are:

Here’s how each level works:

2. The Phillips ROI Methodology

The Phillips ROI Methodology has five levels:

Level 3: Application and Implementation

Level 5: Return on investment (ROI)

3. The CIPP evaluation model

The CIPP model was later expanded to include Sustainability, Effectiveness, and

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