Plan to evaluate from the beginning
Plan to evaluate training when you start the project so you can determine if it meets your performance and business needs.
I use Kirkpatrick’s levels of training evaluation to assess the impact of learning on an organization.
These are the key questions to ask for each of the levels:
Level 1: Reaction
These are commonly asked questions in a training feedback or evaluation form. They provide insights into how participants felt about the program and hint at what they learned.
- What skill/knowledge do learners say they gained?
- What’s their level of confidence in applying their learning?
- What specific plans do they have for applying their learning?
- How does the structured learning need to change in response to feedback?
Level 2: Learning
These questions are also common in training evaluation forms. Sometimes completing a pre- and post-test can also provide insight into what participants learned in the program.
- What was the level of skill/knowledge before training?
- What is the aggregate performance on each learning objective by the end of the training?
- How does the training need to change to impact learning?
Level 3: Behaviour
Assessing a change in behaviour or performance is where training evaluation becomes challenging. There are so many other factors that affect performance – the participant’s manager, the company culture, work processes and workload. It’s still important to try to understand how participants’ behaviour changes as a result of the training program.
- What opportunities have learners had to apply to their learning?
- To what extent are learners applying their learning?
- What barriers are hindering them from applying their learning?
- How does the training need to change to impact performance in the workplace?
Level 4: Results
Assessing the business results requires that you have a clear understanding and have articulated the business need at the beginning of the design process.
- What do the leading indicators suggest about results?
- What success stories can we quantify?
- What changes in business measures are due to structured learning?
- Do we need to change our training or non-training solutions?
I’ve created a robust training feedback form that includes questions on behaviour and results. It relies on self-reporting and is estimated, but it still provides a window into what the change in performance might be and the impact on the business.
Click the button to get a copy of the feedback form.
Curious to learn more?
Here are some projects where I have worked with my client to incorporate robust training evaluation.
- Linamar: Business Development
- Shad: Award-winning design…
- Foresters Insurance Sales Rep onboarding program
When you’re ready, here are a few ways I can help you and the employees in your organization:
- Designing a learning curriculum that incorporates different delivery channels – online, in-person as well as non-learning approaches such as coaching.
- Designing training courses that focus on changing performance and aligning with your business needs.
- Coaching individual leaders and their teams.
Check out the other services I provide to clients to help them improve employee performance.