<![CDATA[This study is motivated by the limited effectiveness of procurement training programs, which are often evaluated only at the reaction and learning levels, resulting in insufficient measurement of behavioral change and organizational impact. This study aims to analyze the effectiveness of a procurement training program using the Four-Level Kirkpatrick evaluation model, including reaction, learning, behavior, and results. This research employs an evaluation research design with a quantitative approach. The participants consisted of 53 training attendees selected through purposive sampling. Data were collected using questionnaires and documentation of pretest–posttest results. The research instrument was validated through expert judgment for content validity and tested for reliability using internal consistency analysis. Data analysis was conducted using descriptive and inferential statistical methods, including Importance–Performance Analysis (IPA) to assess the alignment between expectations and perceptions at the reaction level, and t-tests to examine differences before and after training at the learning, behavior, and results levels. The findings indicate that the training program is generally effective, as reflected in high participant satisfaction, improved knowledge and skills, positive behavioral changes, and enhanced organizational performance. This study concludes that the Kirkpatrick model provides a comprehensive framework for evaluating training effectiveness. The implications highlight the importance of strengthening training implementation quality and integrating evaluation across all levels to support sustainable organizational performance improvement.]]>
