This blog explains how to measure the effectiveness of training programs. It discusses the Kirkpatrick model of evaluation briefly.
“Around 90% of training resources spent on the design, development, and delivery of training events yield application results of only 15%, making training an easy target for scrutiny.”
-Robert O. Brinkerhoff, a renowned learning effectiveness expert says training programs without a proper evaluation framework may not demonstrate how a particular training has contributed to the performance improvement of employees. It’s difficult to keep track of the behavioral changes of employees at the workplace without a comprehensive evaluation mechanism for training.
To overcome this issue, you can use the Kirkpatrick’s Model of Training Evaluation, developed by Donald Kirkpatrick, Professor at the University of Wisconsin and ex-president of the American Society for Training and Development (ATD). This model helps you evaluate your training effectiveness at four levels.
Level 1: Assess Learners’Reactions
You can measure training effectiveness by assessing trainees’ or employees’ reactions. When they actively participate in training or become engaged in an e-learning course, you can say they like the course. This helps you measure how employees value the training and also evaluate the engagement quotient.
Tools for evaluation: You can use surveys, questionnaires, and feedback forms to collect this information from learners.
Level 2: Measure Learning
At this level, you can evaluate whether trainees actually learned from the training and check whether the set learning objectives are achieved. Based on the type of training, you can check for improvements in the trainees’ knowledge, skills, or behavior.
Tools for evaluation: Improvement in learning can be gauged through observation, assignments, pre-and post-tests, quizzes,and the successful completion of training activities.
Level 3: Evaluate Behaviors
In this stage, you can check how far training has improved the understanding of employees and changed their behavior. For example: using the knowledge and skills acquired in training on the job. However, doing this is a time consuming process as you need to dedicate qualified, impartial resources to observe trainees’ work.
Tools for evaluation: Observation, interviews with employees, their peers and managers.
Level 4: Measure Buisness Results
This is a crucial level, as it measures the impact of training on business. At this level, you measure whether the training is achieving the desired business results. These could include imporved quality, increased production, lowered attrition, etc. All these are measured at an organizational level.
Tools for Evaluation: Return on Investment (ROI) analysis, Values, Timelines, Customer satisfaction indexes, and more.
Measuring the effectiveness of training is crucial to assess the progress of your employees and check the quality of your training programs. It helps improve the standard of future training activities. Actually, training your employees is an intelligent decision. Training improves efficiencies. Efficient employees make your company productive. For this to happen, evaluate the effectiveness of your training.
Do you need further assistance with training or e-learning evaluation? Want to check the ROI of e-learning?
ROI analysis provides you key insights on the financial impact of training programs on your organization. It tells you how much your training dollars have yielded. Check more details in our free e-book: ROI and E-learning – Myths and Realities.
