Regardless of the size or scope of a project, training is an investment. Training for any organization is an investment of time, money, and resources. For this reason, there is a huge amount of pressure on organizations to evaluate the effectiveness of their training programs. Whether you perform formal tests or informal check-points and assessments, the analysis of your training program is just as important as the delivery.
Kirkpatrick’s Four-Level Training Evaluation Model[i]
Donald Kirkpatrick published what is known as the ‘Four-Level Training Evaluation Model.’ The purpose of this model is to help organizations analyze their training from various angles to promote improvements in the future. The model is comprised of four different levels:
This level of the model relates most directly to what the trainees took away from the training. How employees receive and perceive training can either make or break the effectiveness of training. The key word in this level of Kirkpatrick’s model is delivery. By evaluating how the training was received by your audience you have the opportunity to adjust and make improvements to your training delivery.
This level of evaluation looks at what your trainees have learned. Prior to the delivery of training, objectives should be determined. During the learning level of Kirkpatrick’s model, it is determined whether or not these objectives were met. You can measure these changes in a variety of different ways, including employee performance, behavioral changes, or skill improvements.
Every organization’s nightmare is to invest time, money, and resources into training that leads to no improvements or changes in employee performance. For this reason, it is important to evaluate how employees apply their new knowledge to their day-to-day activities. By evaluating employee behavior post-training, you are able to measure how the training did or did not benefit work performance.
This level of Kirkpatrick’s model focuses on organizational outcomes of the training. Did the training directly or indirectly improve your organization’s bottom line or improve corporate culture? This level of the model really delves into the big picture of training. Here you will analyze the actual physical benefits or unwanted outcomes of the training.
Using Kirkpatrick’s model to help evaluate the effectiveness of training can be extremely beneficial to an organization. Analyzing the quality of the training that was provided is of integral importance to crafting training programs that are effective and beneficial to your unique organizational needs. Evaluating how trainees react, learn, and behave following your training can help you reach the business results you are working to achieve. Visit our custom content development to see how TTA can effectively develop a custom learning plan for your business.