Introduction
Evaluating training is as important as delivering it. Two models dominate the conversation: Kirkpatrick’s Four Levels and the Phillips ROI Model. Both provide valuable structures for determining training impact, but they serve slightly different purposes. This article compares them in depth.
Kirkpatrick’s Four Levels
- Reaction: How learners felt about the training (surveys, feedback forms).
- Learning: What knowledge or skills were gained (tests, quizzes).
- Behavior: Whether employees apply the skills on the job (observations, manager reports).
- Results: The business impact of training (productivity, quality, sales).
Phillips ROI Model
Phillips extends Kirkpatrick with a fifth level: ROI. This translates training results into financial terms. The formula is simple: ROI (%) = (Net Benefits / Program Costs) × 100.
Comparison
| Dimension | Kirkpatrick | Phillips |
|---|---|---|
| Focus | Learning effectiveness | Learning effectiveness + financial return |
| Application | Broad across industries | Best for executive decision-making |
| Data Type | Qualitative and quantitative | Quantitative, financial emphasis |
Case Example
A healthcare provider used Kirkpatrick’s model to prove training improved patient satisfaction. Later, they used Phillips to calculate ROI from reduced error rates, which justified continued investment.
Conclusion
Both models are useful, often in sequence. Use Kirkpatrick to understand training impact, and Phillips to justify budgets with financial metrics.