There are specific fundamentals that may contribute to the success of training courses and the overall impact your learning strategy is having on employees. Since one of my favorite thought leaders is Stephen Covey, I will borrow one of his “7 habits” to begin our exploration of the fundamentals of training. That habit is number two on his list and it is “Begin with The End in Mind.” To that I say, let us explore the effectiveness of evaluations.
Evaluations are a necessary staple of any training program. While the move to online learning post Covid-19 has changed programs greatly, evaluations remain part of the plan. So, if that is the case, why are they so underutilized? It is because many corporations relegate the evaluation to a piece of paper that asks if the instructor did ok and if they liked the class. Donald Kirkpatrick created four levels of evaluation that are still used today. Trainingindustry.com described them perfectly:
Level 1: Reaction
This level measures how participants react to the training. It assesses their immediate feedback regarding the training experience, including their satisfaction, engagement, and perceived relevance of the content. Common methods of evaluation at this level include surveys, questionnaires, and informal discussions. Understanding participants' reactions helps organizations determine if the training was well-received and engaging.
Level 2: Learning
At this level, the focus is on measuring the extent to which participants have acquired the intended knowledge, skills, and attitudes because of the training. This can be evaluated through tests, quizzes, practical demonstrations, or assessments before and after the training. This level helps identify whether the training has effectively facilitated learning and skill development.
Level 3: Behavior
Level 3 evaluates the transfer of learning to the workplace. It examines whether participants can apply what they learned in their job roles and if their behavior has changed because of the training. This evaluation often involves observations, performance reviews, and feedback from supervisors or peers over time. It is crucial for understanding the practical impact of training on job performance.
Level 4: Results
This final level measures the overall impact of the training on organizational outcomes. It looks at the tangible results of the training, such as improvements in productivity, quality, efficiency, employee retention, or profitability. Evaluating results may involve analyzing key performance indicators (KPIs) and other metrics to determine the return on investment (ROI) of the training program. This level is essential for demonstrating the value of training to stakeholders.
Over my next few articles, I will break these down to understand how you can utilize them and how they can give you everything you have ever wanted out of your training program.