At which level does Kirkpatrick evaluate the learner's ability to transfer skills to the job?

Kirkpatrick's evaluation model is designed to assess the effectiveness of training programs across four levels. The third level, which focuses on behavior, specifically evaluates the extent to which learners apply the skills and knowledge gained from training back to their job roles. This involves observing changes in performance and assessing whether the training has enabled participants to transfer their new skills directly to their work environment.

At this level, it is essential to determine if learners can use their acquired skills effectively in real-world situations, which is crucial for ensuring that training has a practical impact. This assessment is typically done through various methods such as performance reviews, manager feedback, and self-assessments to gauge the behavior change following training.

The other levels provide important insights into different aspects of training effectiveness. Level 1 measures participant reaction to the training, Level 2 evaluates the acquisition of knowledge and skills, and Level 4 examines the overall impact of the training on organizational results. However, the specific focus on the learner’s ability to transfer skills to their job identifies Level 3 as the point of interest.