A Bersin & Associates report stated that, ‘There is an amazing lack of measurement going on’. Not surprising given the complexity of the task. However, even without a sophisticated system in place for measurement of results, there are ways to measure effectiveness of training programs.
Most training practitioners are familiar with the commonly used Kirkpatrick’s model of measurement of results, which serves as a tool for measuring the business value of training.
- Level 1: Reaction – To what degree participants react favorably to the training
- Level 2: Learning – To what degree participants acquire the intended knowledge, skills, attitudes, confidence, and commitment based on their participation in a training event
- Level 3: Behavior – To what degree participants apply what they learned during training when they are back on the job
- Level 4: Results – To what degree targeted outcomes occur as a result of the training event and subsequent reinforcement
The key is to stop at level 2 of the model. This level measures success purely in terms of what learners learnt. We don’t need to go beyond this level to measure enhanced performance. We need to focus on Level 2.
To explain why I say that we need to focus on level 2, which is learning, let me explain, while training plays a critical role in enhancing performance of learners, to what extent can we attribute enhanced performance to training alone? In addition to training, there are many variables that can impact learner performance. By keeping the goals of training at the learning stage, whether it is in the context of classroom or eLearning, we can measure the effectiveness of training, with a high degree of accuracy.
Do you agree?
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