Training Evaluation and ADDIE
5
ADDIE Phases
Analysis Design Development Implementation Evaluation
4
Kirkpatrick Levels
Reaction Learning Behavior Results
3
Most Skipped
Level 3 Behavior is hardest to measure
The ADDIE Model
the backbone of instructional designAnalysis
→Design
→Development
→Implementation
→Evaluation
Analysis identifies the gap. Design maps the learning objectives. Development builds the materials. Implementation delivers the training. Evaluation measures the results. Each phase feeds the next.
Kirkpatrick’s Four Levels
Level 3 (Behavior) is the most difficult to measure and the one most organizations skip. It requires observing employees on the job weeks or months after training, which demands time, manager involvement, and follow-up systems.
Reaction
Did participants enjoy it?
End-of-session surveys
Learning
Did participants learn?
Pre/post tests, demonstrations
Behavior
Did participants change on the job?
Manager observation, 360 feedback (weeks later)
Results
Did business metrics improve?
ROI analysis, productivity data, turnover rates
can you match each level to its measurement?
Practice Kirkpatrick and ADDIE questions with scenario-based feedback
Practice Training QuestionsExam Traps
Level 3 is the most difficult and most skipped
Measuring whether trainees actually change their on-the-job behavior requires observation over time, manager surveys, and follow-up assessments weeks or months after training. Most organizations skip this level entirely because it is expensive and time-consuming. The exam knows this and tests it.
Level 4 measures organizational impact, not individual performance
Level 4 (Results) asks whether the training moved business metrics such as revenue, turnover, safety incidents, or customer satisfaction. It does not measure whether one employee improved. The exam will present a scenario asking about company-wide outcomes and the correct answer is Level 4.
Most organizations only measure Levels 1 and 2
Reaction surveys (did you enjoy the training?) and knowledge tests (did you learn?) are easy to administer. That is why nearly every organization does them. Levels 3 and 4 require sustained effort. If the exam asks what organizations commonly skip, the answer is Levels 3 and 4.
Level Order Matters
Reaction, Learning, Behavior, Results. In that order. Every time. The exam tests sequence.
ADDIE Is Sequential
Analysis first. Evaluation last. Do not skip to Development without Design.
Did you enjoy the cooking class? Was the instructor good? Was the kitchen clean? This is the smiley-face survey at the end. Easy to measure, does not prove anything about cooking ability.
Can you now properly chop an onion, saute garlic, and make a roux? This is a skills test right after the class. You learned the technique, but will you actually use it?
Three weeks later, are you actually cooking at home instead of ordering takeout? This is the hardest to measure because someone has to check on you later. Most cooking schools never follow up.
Did your family eat healthier? Did your grocery spending change? Did your kids start eating vegetables? This is the organizational impact. The cooking class changed real outcomes, not just your skills.
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