What does the Kirkpatrick Level 4 evaluation measure?

The Kirkpatrick Level 4 evaluation primarily measures the impact of training on organizational results, which includes various outcomes such as changes in employee performance, business results, and ultimately, a quantifiable measure of effectiveness related to the organization's goals. This level is focused on the long-term results of the training program and how well it drives improvement in performance or other relevant metrics, such as changes in employee turnover, productivity, quality of work, or financial performance.

In this context, measuring changes in employee turnover can be a direct indicator of the effectiveness of training if the training is aimed at reducing turnover by addressing retention issues, employee engagement, or skills mismatches. Successful training should lead to employees who are more satisfied, competent, and productive, thereby impacting turnover rates positively.

The other options test various aspects of training evaluation but do not align with the Level 4 criteria under the Kirkpatrick model. For instance, learner satisfaction pertains to immediate feedback on the training experience, while knowledge retention and immediate application focus on the learning phase rather than the ultimate contribution to organizational outcomes.