Getting the Most Out of Your Training

Posted by Eddie Darrisaw on

One of the world’s vastest and required components in any organization is the training department. A high-performing training and development program strategically aligns all training to meet the business’ needs (goals and objectives), produce the intended result, and improve business performance.

What does this mean exactly? Quality training leads to improved safety and sales.

The front-line performers of the training department are the trainers. Trainers/learning professionals of the organization play several roles, such as teacher/educator, mentor, counselor, and at times learning solutions architect. Honeywell trainers specifically are seasoned, educated subject matter experts (SMEs) who follow strict guidelines and processes which aids in changing behaviors for the better in the safety world.

A primary focus for Honeywell trainers is on the learning solutions architect.

During the course of developing training programs (whether instructor-led or virtual-led) it is critical for the trainer to completely evaluate the student’s behavior.

There are three major reasons to evaluate a training program.

  1. To improve and optimize the training program.
  2. To maximize the transfer of learning to behavior and subsequent organizational results.
  3. To demonstrate the value of training to the organization.

As a learning solutions architect, implementing Kirkpatrick’s model facilitates optimizing the learning experience. Continuous evaluation of the training program will ensure that the training and business goals and objectives are strategically aligned.

What is the Kirkpatrick Model?

Dr. Donald L. Kirkpatrick is credited with creating The Kirkpatrick Model, or the four levels of training evaluation. The model grew through organic worldwide usage and became the instructional design industry standard for demonstrating the effectiveness of training programs.

  • Level 1 - Reaction:  The degree to which participants find the training satisfying, engaging (interactive), and relevant to their jobs (real-world scenarios)
  • Level 2 - Learning:  The degree to which participants acquire the intended knowledge, skills, attitude, confidence, and commitment is based on their participation in the training.
  • Level 3 - Behavior: The degree to which participants apply the critical task they have learned during training when they are performing on the job.
  • Level 4 - Results: The degree to which targeted outcomes occur as a result of the training and the support and accountability. The results level can identify and determine if the training program is strategically aligned with the business goals and objectives. In addition, providing the best customer experience and overall satisfaction. This leads to a higher customer and business retention rate.


As learning professionals and learning solutions architects, there are two main goals of the learning experience. The first is to change behavior from the current to the desired state. The second is to provide a comfortable learning environment to learn.

Currently, there are several resources available to deep-dive into the Kirkpatrick model of evaluation. This is a high-level explanation of optimizing our evaluation process. All levels of the Kirkpatrick model can improve training to be successful.

Honeywell Training has implemented this model to provide the best customer experience and overall satisfaction. In addition, we’ve strategically aligned our training programs to comply with mandated regulations.

Honeywell Training course selection is vast and versatile, including instructor-led, virtual instructor-led, online and blended options. You can view our full course offering here:

Kirkpatrick, J. (2016). Four Levels of training evaluation, (2022). Retrieved 24 February 2022, from here.

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