The Kirkpatrick Model provides all the structure you need to implement a systematic framework and approach to measuring learning. But it counts for nothing if you haven't got the organisational buy-in.
Having worked with a number of large companies that had no formal evaluation strategy, the first thing I had to do was create an organisational understanding of the 'value' that adopting the Kirkpatrick approach (or any other evaluative approach for that matter) within any training program brings. This means getting executive level sign up to the development of a Kirkpatrick-based Training Evaluation Strategy linked to the business, it's vision, mission and objectives. Once you get that in place it becomes easier to create the planning mechanism which enables evaluation activities both before, during and after any agreed learning has taken place, including releasing the budget to let you and your team conduct those activities!