SEE ATTACHED
Training evaluation is possibly the
most important step in the training process. One of the most enduring ideas about evaluation is Kirkpatrick’s model of 4 levels of outcomes.
It’s important to note, the levels are usually presented in this order, but that doesn’t mean they have to happen in a particular order, or that there is any special hierarchy. Better to understand them in terms of how much effort is needed at each level.
Reaction – what did trainees think of the training? Reaction evaluation is generally measured with a survey or questionnaire, but could be as easy as asking trainees for feedback during or after the training. This is relatively easy to do, but still important so that the trainer can make the training better for next time.
Learning – what did trainees learn from training? Learning evaluation is measured through assignments or tests, either written or practical. Still relatively easy, and gives a quick snapshot of whether the trainees learned as expected. Remember, this is not the same as Behavior – actually performing the trained behaviors in the workplace – just because you get 100% on the driving test doesn’t mean you are going to be a good driver.
Behavior – how will trainees change their behavior based on training? Behavior evaluation is best measured by observation and performance evaluation, watching the newly trained employees do their tasks in the work environment. This can be challenging because it takes time. Typically we want to know about long term behavior – are the employees still doing tasks the way they were taught after 6 days, 6 weeks, 6 months?
Results/ROI – how will trainees contribute to the organizational bottom line? Even the cheapest trainings cost something. Results or ROI is measured by the training’s impacts on revenues or costs. This is the most challenging because it can be tough to determine if improved sales, or service levels, or decreased waste are because of training, or other factors such as a busy season, competitor prices, or better quality parts from a new vendor. One of the best ways to measure Results is to compare key performance outcomes between the training group and a similar group that did not go through training – if the training group sells more, builds better, or does more efficient work, the training probably had something to do with it.
