DONALD KIRKPATRICK 4 LEVEL MODEL FOR TRAINING                                                                                                  EVALUATION

Companies spend substantial amount of money, energy, and time on training and development of their employees.

Four level:

Level 1: REACTION
            This involves assessing the reactions of participants at the end of the training course in terms of their satisfaction with course coverage, faculty standards and courseware.

Level 2 :LEARNING
          This involves assessing the amount of information the participants learned.

Level 3:TRANSFER
           This involves assessing the benefits of training in the real world conducted after 6 weeks to 6 months of training delivery.

Level 4:BUSINESS RESULTS
          This is the most difficult part of the training evaluation. this is usually carried out once in a year using survey techniques and business and training data.