Employee Training & Development: Training Evaluation

Full Answer Section

        Why it Matters: Disgruntled participants are unlikely to retain information or apply what they learn. Addressing their concerns at the outset creates a positive learning environment. Level 2: Learning

• Measures knowledge and skill acquisition: Evaluates whether participants grasped the intended concepts and skills through tests or quizzes.
• Identifies knowledge gaps: Helps determine if the training effectively addressed the learning objectives.
• Provides opportunity for reinforcement: Allows for additional training or resources to address any knowledge gaps before moving on to behavior change.

Why it Matters: Even satisfied participants might not have learned anything. Measuring learning ensures the training actually equipped participants with the necessary knowledge and skills. Level 3: Behavior

• Assesses transfer of learning to the job: Evaluates whether participants are applying the learned skills in their daily work.
• Identifies implementation challenges: Helps pinpoint any obstacles preventing employees from applying their new knowledge on the job.
• Provides opportunities for coaching and support: Offers resources to support employees as they implement the learned behaviors in their roles.

Why it Matters: Learning doesn't guarantee behavior change. HR can bridge the gap by providing support and addressing any challenges preventing employees from applying their new skills. Level 4: Results

• Measures the impact of training on organizational goals: Evaluates if the training led to improved performance, productivity, or other desired outcomes.
• Justifies training costs: Provides concrete data on the return on investment (ROI) from training initiatives.
• Contributes to strategic planning: Helps determine which training programs have the greatest impact on achieving organizational objectives.

Why it Matters: This is what your boss likely focuses on, but achieving results is built on the foundation of the previous levels. Effective learning and behavior change are crucial for achieving the desired outcomes. The Big Picture: By utilizing all four levels of Kirkpatrick's Model, you can build a comprehensive picture of training effectiveness. Each level provides valuable insights to improve training programs and ultimately achieve the desired organizational results. Additionally: Demonstrating the value of training beyond just the bottom line can be persuasive. Data from the first three levels can paint a compelling picture of the positive impact training has on employee engagement, motivation, and overall company culture. By presenting a well-rounded evaluation that considers all four levels, you can not only satisfy your boss's focus on results but also demonstrate the training program's true value to the organization.  

Sample Answer

       

Why All Four Levels of Kirkpatrick's Model Matter (Even for Results-Oriented Bosses)

While your boss might prioritize the "results" level of Kirkpatrick's Model, a good HR professional understands the value of evaluating training at all four levels: Reaction, Learning, Behavior, and Results. Here's why each level plays a crucial role:

Level 1: Reaction

• Gauges participant satisfaction: A positive reaction doesn't guarantee effective learning, but negativity suggests problems with the training delivery or content.
• Identifies logistical issues: Feedback can reveal issues with the training environment, materials, or schedule.
• Improves future training programs: Understanding participant reactions helps tailor future training to be more engagi