For training providers and in-house learning teams, understanding how to measure the impact of your training courses and choose the right training evaluation method is no longer optional; it’s essential. With budgets under pressure and stakeholders demanding evidence of ROI, knowing which training evaluation methods work best can make all the difference.
Yet for many, training evaluation feels daunting. The frameworks, data collection, and analysis can seem overly complex, and often lead teams to avoid evaluation altogether. The reality is, even if you don’t go all the way with these training evaluation models, taking small, practical steps is far better than taking none.
In this article, we’ll explore:
- What training evaluation really means and why it matters
- The most widely used training evaluation models and how they work
- How to choose the right model for your organisation
- Practical approaches for gathering meaningful feedback
- Common pitfalls and how to avoid them
If you’d like to build on what you learn here, our Ultimate Guide to Training Evaluation offers a more detailed, hands-on look at training evaluation methods and feedback best practice.
What is training evaluation and why does it matter?
Training evaluation is the process of determining whether learning has achieved its intended outcomes, both for learners and the business. It measures how effectively skills, behaviours, and knowledge transfer into workplace performance.
For training providers, evaluation ensures course design and delivery meet expectations. For in-house teams, it links learning outcomes to organisational goals. Without it, decisions rely on instinct rather than data.
Importantly, evaluation isn’t only about measurement. It’s about improvement. The goal isn’t just to see how you performed, but to understand why – and how to get better next time.
What are training evaluation methods?
Training evaluation methods are structured frameworks that help you evaluate the effectiveness of your training. They can range from simple learner surveys to complex ROI analyses. The right approach depends on your resources, data access, and objectives. Some models require extensive organisational input, while others can be applied using just learner feedback.
The key is to start with the end in mind. Ask: What do we want to find out? The purpose of your evaluation – whether it’s to improve course quality, prove business impact, or both – will determine the best model for your situation.
How many types of evaluation models are there?
While there are many evaluation models, most fall into one of two categories:
- Qualitative – gathering subjective feedback, such as learner reactions or perceived usefulness.
- Quantitative – collecting measurable data, such as productivity changes, level 2 learning performance, or level 4 results linked to revenue or efficiency.
The most popular training evaluation models
- The Kirkpatrick Model
- Phillips ROI Model
- Kaufman’s Five Levels of Evaluation
- Anderson’s Model of Learning Evaluation
- Will Thalheimer’s LTEM
- The CIPP Evaluation Model
- The Brinkerhoff Model
- The CIRO Model
1. The Kirkpatrick Model
Developed by Dr. Donald Kirkpatrick in the 1950s, this is one of the best-known and globally recognised training evaluation models.
What is Kirkpatrick’s Model of Training Evaluation?
The Kirkpatrick Model remains a foundation for evaluating learning effectiveness through four levels: level 1 reaction, level 2 learning, level 3 behaviour, and level 4 results.
Using the Kirkpatrick Model correctly can help you improve the effectiveness of your training programme and justify future funding and support.
How it works
The Kirkpatrick Model provides a flexible framework to categorise data using these levels:
- Reaction – measures how participants felt about the training.
- Learning – evaluates increases in knowledge or capability.
- Behaviour – assesses whether participants apply what they learned.
- Results – examines the overall business impact.
The key to using the Kirkpatrick Model effectively is working backwards, starting with Level 4 (Results). First, define your key metric, like achieving improved employee engagement. Once the result is set, you can design training to drive a specific new behaviour (Level 3), ensuring managers acquire the necessary skill (Level 2). This process guarantees that the initial reaction (Level 1) focuses on buy-in and training effectiveness, not just course enjoyment.
Pros and cons
It’s simple and widely adopted, making it easy to communicate to stakeholders. However, critics say it can oversimplify the link between learning and business results.
Best use cases
Ideal for organisations starting out with a structured evaluation process or those focused on learner satisfaction and behaviour change.
2. Phillips ROI Model
While the Kirkpatrick Model provides an excellent foundation for programme impact, many organisations require a quantifiable financial measure of their investment. This is where the Phillips ROI model comes in.
What is the Phillips ROI Model?
Jack Phillips expanded on Kirkpatrick’s work by adding a fifth level – Return on Investment (ROI) – quantifying the financial impact of training.
How it works
After measuring level 4 results, the Phillips model converts outcomes into monetary value and compares them to training costs to determine ROI.
Pros and cons
The model provides tangible financial proof of effectiveness, but gathering accurate cost and benefit data can be complex.
Best use cases
Corporate environments needing evidence of return on investment (ROI), especially when justifying budget allocation.
3. Kaufman’s Five Levels of Evaluation
Roger Kaufman developed his model to address the limitations of Kirkpatrick’s. It expands the four levels into five, adding a focus on societal and organisational benefits. Kaufman positions this expanded model as more practical than Kirkpatrick's original approach, offering greater detail in evaluating the foundational elements of training programmes.
What is Kaufman’s Model of Learning Evaluation?
Roger Kaufman enhanced Kirkpatrick’s four-level model by adding focus on input and societal benefits, creating five levels.
How it works
1a. Input – resources and materials used.
1b. Process – efficiency of delivery.
2. Acquisition – learner knowledge and skill gain.
3. Application – performance and results.
4. Organisational payoffs – impact on organisational performance.
5. Societal outcomes – the wider impact beyond the organisation.
Pros and cons
It emphasises continuous improvement and wider impact but requires more comprehensive data collection.
Best use cases
Best for providers evaluating long-term outcomes, such as community programmes or nonprofit training initiatives.
4. Anderson’s Model of Learning Evaluation
Organisations that view learning and development as a direct driver of strategic business results might need a different framework to confirm alignment.
What is Anderson’s Value Method?
Anderson’s model evaluates training by assessing its strategic alignment with business goals rather than focusing purely on learner outcomes.
How it works
It uses a three-stage cycle:
- Establish business objectives.
- Assess the contribution of training.
- Evaluate its overall value to the organisation.
Pros and cons
Highly relevant for corporate learning teams, but it may overlook individual experiences.
Best use cases
Ideal for organisations embedding L&D into strategic planning.
5. Will Thalheimer’s LTEM (Learning-Transfer Evaluation Model)
Modern learning science stresses that the true measure of training isn't satisfaction or even knowledge gain, but the successful application of that learning on the job.
What is LTEM?
Created by Dr. Will Thalheimer, LTEM builds on earlier models and addresses their weaknesses by focusing on learning transfer – how well knowledge and skills are applied after training.
How it works
It has eight levels, from attendance through to sustained behaviour change. By distinguishing between knowledge and performance, it captures the depth of learning.
Pros and cons
It provides richer, more actionable insights than traditional surveys, but requires thoughtful design.
Best use cases
Perfect for training providers seeking actionable data beyond “happy sheets”. Learn more about Will Thalheimer’s learning evaluation workshops.
6. The CIPP Evaluation Model
For organisations that require a holistic, comprehensive evaluation framework to make informed decisions from the very beginning of a programme through its end, the CIPP model offers a powerful solution.
What is the CIPP Evaluation Model?
Created by Daniel Stufflebeam, the CIPP model focuses on decision-making throughout the evaluation process.
How it works
- Context – define needs and objectives.
- Input – plan resources and strategies.
- Process – monitor delivery and participation.
- Product – measure results and impact.
Pros and cons
Offers a structured, continuous improvement framework that supports better decision-making at every stage of training. However, it can be resource-intensive and less practical for smaller organisations that lack ongoing evaluation capacity.
Best use cases
Useful for teams adopting a proactive, iterative approach – measuring what’s working and adapting quickly.
7. The Brinkerhoff Model
While many models rely on statistical averages, some evaluators seek to understand the specific, real-world factors that separate instances of training success from those that deliver limited results.
What is the Brinkerhoff Model?
Robert Brinkerhoff’s approach blends qualitative storytelling with quantitative data to highlight which training elements drive success.
How it works
It identifies the most and least successful participants, studies their experiences, and isolates factors contributing to success.
Pros and cons
Highlights real-world examples of success, providing clear, actionable insights for course improvement. The limitation is that it focuses on extremes rather than averages, so broader trends may be missed.
Best use cases
Best for organisations wanting to focus on replication of success rather than overall averages – a practical, people-centred way to demonstrate training impact.
8. The CIRO Model
The CIRO Model shares a key characteristic with other evaluation frameworks previously discussed, like the Kirkpatrick Model and the Phillips ROI Model: it is hierarchical. This means practitioners must follow a sequential path, starting at the first level and progressing step-by-step through all four levels of the model.
What is the CIRO Model?
Developed in the 1970s by Peter Warr, Michael Bird, and Neil Rackham, the CIRO model was one of the earliest structured frameworks for learning evaluation. It provides a logical flow for assessing both planning and results, primarily for management training.
How it works
- Context – assess training needs and define clear objectives.
- Input – evaluate the design and resources used.
- Reaction – measure learner engagement and satisfaction.
- Outcome – assess how far learning goals and organisational objectives were achieved.
Pros and cons
It offers a practical, structured approach to evaluation that combines pre-course analysis with post-course results. However, it places less emphasis on behavioural change or long-term impact than later models.
Best use cases
Best for training providers seeking a balanced view of planning quality, learner reaction evaluation, and outcomes without overcomplicating the evaluation process.
Choosing the right training evaluation model
Choosing the right model depends on what you’re trying to achieve and how much data you can realistically gather. Start with the end in mind – ask what questions you’re trying to answer and what success looks like for your organisation. Even applying part of a model is better than doing nothing; progress builds confidence.
Each model has its strengths, so the best choice depends on your goals, context, and the type of data you can gather.
Additional training evaluation methods
Beyond established models, there are practical methods training providers can integrate into their toolkit:
Before and after training assessment
Measure skill or knowledge growth directly against objectives.
During training evaluation
Track engagement, reactions, learning, and participation to understand learner experience in real time.
Retrospective pre/post assessment
Ask learners to reflect on progress – this often produces more accurate self-assessments.
Post-course feedback vs follow-up evaluation
Immediate surveys show sentiment; follow-ups measure behavioural change.
Digital vs paper-based evaluation
Digital tools, such as QR-code feedback and automated reporting, deliver faster insights and higher accuracy.
High-quality data depends on how feedback is gathered. Carefully designing effective feedback forms can ensure the insights you collect are specific, actionable, and comparable over time – turning raw feedback into a reliable tool for evaluating the impact of your courses.
Metrics like the Net Promoter Score in training evaluation can be a useful complement to survey data, helping you understand how likely learners are to recommend your courses – a strong indicator of training quality and long-term engagement.
Benefits of using training evaluation models
Using structured training evaluation models doesn’t just measure training success, it helps shape better learning experiences and stronger business outcomes.
- Enables data-driven decisions about course design and delivery
- Strengthens stakeholder confidence through measurable impact
- Drives continuous improvement
- Improves employee and learner engagement and retention
- Demonstrates alignment between training and business goals
Together, these benefits make evaluation a driver of long-term performance, not just a reporting exercise.
Challenges of implementing training evaluation models
Many training evaluations fall short because they begin without a clear purpose. Failing to define clear objectives makes it difficult to choose the right model, interpret results, or demonstrate value. It’s one of the most common mistakes in training evaluation, and it often leads to data that looks impressive but offers little real insight or direction for improvement.
Another challenge in training evaluation is ensuring enough feedback to make your data meaningful. Applying practical strategies to increase response rates – such as timing surveys well and making them easy to access – can dramatically improve data quality.
But beyond logistics, the real issue is mindset. Many teams find training evaluation daunting and end up doing nothing at all. They collect feedback, generate reports, and then stop short of acting on them – a kind of paralysis where nothing changes.
If you only measure the outcome, the outcome never changes. You’ve got to measure the factors influencing those outcomes too – that’s where improvement happens.
Training evaluation should never be static. It’s not about chasing perfect data or proving a return on investment at all costs; it’s about continuous improvement. The most successful training providers see evaluation as a loop: measure, act, observe, refine, repeat.
For example, if learner satisfaction drops, dig deeper. Perhaps the data collected suggests pre-course communication isn’t clear enough. Make a small change, then check three months later whether satisfaction scores have improved. If not, adjust again. This structured approach transforms evaluation from a one-off activity into an ongoing process of experimentation and growth.
Final Thoughts
Evaluation shouldn’t feel overwhelming. Start small, focus on what’s practical, and build momentum. Measure not just the outcomes, but the steps leading to them. And remember – the goal isn’t just to “prove” value but to improve it. When you focus on continuous improvement, the ROI follows naturally.
Implementing these training evaluation methods has never been easier with Coursecheck. Track and analyse your results across all levels of evaluation.
Start your free trial today and put these methods into practice.
Frequently asked questions
What’s the difference between Kirkpatrick and Phillips?
Phillips adds a fifth ROI level to quantify financial returns, while Kirkpatrick stops at business results.
Is the Kirkpatrick Model still relevant?
Yes – it’s the foundation for many modern models, including LTEM and Phillips.
What are the stages of training evaluation methods?
They typically include planning, data collection, analysis, action, and review.
What are the four types of training methods and examples
On-the-job training (e.g. job shadowing), classroom-based learning (e.g. workshops), e-learning (e.g. webinars), and blended learning (a mix of digital and in-person).