In an era where budgets are tightening and performance is under scrutiny, training departments are increasingly expected to demonstrate value. Good intentions and well-designed programmes are no longer enough. The question business leaders are asking is clear: “What impact is this training having on the business?”
At Skypiom, we champion data-led learning strategies that offer measurable outcomes. One of the frameworks that strongly aligns with our philosophy is the Kirkpatrick Model – a globally recognised standard for evaluating the effectiveness of training programmes. But unlike traditional approaches that stop at attendance or completion, this model goes deeper, connecting learning to behaviour and ultimately, to business performance.
Why Evaluation Can No Longer Be an Afterthought
Many organisations still run training with limited clarity on outcomes. Courses are developed in response to requests, delivered with enthusiasm, and followed by generic feedback forms. But what happens next?
Without evaluation built into the process from the start, training teams risk losing credibility and budget. Worse still, they miss the chance to prove the real value of their work.
The Reality
Real business impact comes not from delivering training, but from changing behaviours that drive results. As the Kirkpatrick model clearly outlines, learning effectiveness only matters if it leads to real-world application.
The Four Levels of Evaluation Explained
The Kirkpatrick Model introduces a clear framework to evaluate training effectiveness across four levels:
This is about learner satisfaction. Did participants find the training useful and engaging? While this feedback is important, it is only the start of the evaluation journey.
Here we assess what knowledge or skills were acquired. This can be done through quizzes, tests or observed performance. Skypiom’s platform automates this data collection, ensuring it is consistent and easily accessible.
This is where the real value emerges. Did the learners apply their new skills on the job? Are they behaving differently? This requires support beyond the classroom – including ongoing reinforcement, coaching and environmental drivers.
Finally, the highest level of impact – organisational results. Did the training help increase sales? Improve compliance? Reduce downtime? These results matter most to leadership.
Why Most Organisations Fall Short
Studies show that most organisations only evaluate Levels 1 and 2, because they are easier to measure. However, most of the business value sits in Levels 3 and 4. The challenge is that these higher levels require collaboration with other departments, ongoing monitoring and access to performance data.
Skypiom’s platform is built with this challenge in mind. We enable training teams to move beyond basic reporting and connect training to behaviour and results.
Collaborating with Business Partners
Evaluation is not something the learning department can do alone. Success at Levels 3 and 4 depends on forming strategic partnerships across the organisation.
These internal business partners include:
Together, these stakeholders help define the goals, collect relevant data and ensure the training aligns with strategic objectives.
Building Training That Delivers Value
The Kirkpatrick model also serves as a guide for building more effective training. When applied from the start, it ensures programmes are designed with clear outcomes and business alignment in mind.
At Skypiom, we support this model through features such as:
Our platform also features a performance management module that helps organisations track on-the-job application of skills and the realisation of behavioural change.
The Role of Technology in Making Evaluation Easier
Evaluation at all four levels becomes much easier with the right digital tools in place. Skypiom automates much of the data collection, from learner feedback to performance assessments, so you can:
By integrating learning with performance and coupled with compliance, we give training departments the tools to move from reactive delivery to strategic impact.
Avoiding Common Pitfalls
The Kirkpatrick model is powerful – but not always easy. Common mistakes include:
The latest edition of the Kirkpatrick book even includes a section on how to avoid these mistakes – something we fully support in our advisory services.
Why Skypiom Supports the Kirkpatrick Approach
Measurability has always been at the core of Skypiom’s mission. Our system has long supported Level 1 and Level 2 data collection, but we’ve expanded that to make Level 3 and 4 evaluation easier and more insightful.
Beyond the platform itself, we offer:
We believe that training should not only meet compliance requirements but also create measurable value for the organisation. Whether you use Skypiom or not, adopting the Kirkpatrick model is a proven way to elevate your training function.
Final Thoughts: Start with Value in Mind
Too many training programmes are launched with enthusiasm but without clear goals. To ensure survival and success, training departments must speak the language of business – results, value and evidence.
The Kirkpatrick model is not just an evaluation tool. It is a mindset. One that starts with defining the desired outcomes and works backwards to create learning experiences that deliver.
At Skypiom, we are proud to support this approach through a platform that puts data, performance, and impact at the heart of training.
