Level 1 response evaluation: evaluate student satisfaction; Level 2. Learning: measuring the degree of learning acquisition of trainees; The third level. Behavior evaluation: to investigate the knowledge application degree of trainees; Level 4. Results: Calculate the economic benefits of training output.

Specific introduction:

The kirkpatrick model was put forward by Donald. L. kirkpatrick, an internationally renowned scholar, University of Wisconsin, 1959. It is the most widely used training evaluation tool in the world and has an unshakable position in the field of training evaluation.

Detailed introduction of the mode:

Response evaluation refers to students' impressions of training programs, including their views on lecturers and trainees, facilities, methods and contents, and their own gains. Response layer evaluation is mainly to collect students' responses to the effectiveness and usefulness of the training program by means of questionnaire survey at the end of the training program.

The evaluation of this level can be used as suggestions for improving training content, training methods and teaching progress or as a reference for comprehensive evaluation, but it cannot be used as the result of evaluation. Learning evaluation is the most common and commonly used evaluation method at present. It measures the trainees' understanding and mastery of training contents such as principles, skills and attitudes.

The evaluation of learning layer can be investigated through written test, field operation and work simulation. Training organizers can know how much knowledge and skills of students have improved before and after training through written tests and operational tests.

Behavior evaluation refers to a period of time after the training, when the trainees' superiors, colleagues, subordinates or customers observe whether their behaviors have changed before and after the training, and whether they have used the knowledge learned in the training at work.

This level of evaluation can include students' subjective feelings, the comparison of behavior changes between subordinates and colleagues before and after training, and students' self-evaluation. This usually requires a series of evaluation forms to examine the behavior changes of trainees in the actual work after training, so as to judge the influence of the learned knowledge and skills on the actual work. Behavior layer is the most important index to test the training effect.