K3

Kirkpatrick Level 3

Kirkpatrick‘s Model is a four-level mechanism to measure the effectiveness of the training process. Level 3 of the model (called the changes in behavior measurement) measures the impact of the training on the behavior of a trained worker in their working environment (workplace). A common mechanism used for the measurement is to compare the results of the 360-degree assessment carried out before the training and about 2-3 months after the completion of the development intervention.

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Worth to know

  • Examples of areas that are analyzed on the third level (except the ones connected to specific behaviors and their frequency) are:

    1. behaviors practiced during the L&D process,
    2. the level of motivation to use the new competences at the workstation,
    3. behaviors and solutions which would be the easiest or hardest to implement,
    4. reasons for not following the process' recommendations,
    5. sources of difficulty concerning the application of the new skills and knowledge,
    6. the support of the leader and co-workers in the implementation of the change in behavior, 
    7. actions that increase the effectiveness of the process.

  • The analysis of data on the third level of Kirkpatrick’s method allows one to focus on the effectiveness of L&D processes in implementing real changes in an organization. It allows to catch the processes that are liked by the participants (Kirkpatrick 1) and allows for them to get new knowledge and abilities (Kirkpatrick 2) but do not lead to real changes.

  • Thanks to the information collected on the third level one can find out which employee behaviors are the easiest to change and which are the hardest through a developmental intervention.

  • Data referring to changes in behavior can be collected in many different ways - either directly from the participant or from their friends and boss.

  • Ever present information systems allow for the collection of multiple information useful on the third level of Kirkpatrick’s method. Data from the CRM can for example show real changes in the way a team of salespeople works.

  • Data from different kinds of IT systems can deliver information about employee behavior in real-time, instead of after a specific period of time after the L&D project is finished.