Here’s something I prepared based on the Kirkpatrick model for evaluating how effective are the organizations training programs. In most cases, at least that I have seen the effectiveness evaluation ends at the first level (Reaction).
If you’re reading this, do please share your comments below. Thank you!
| Level | What? | Assessment Method (How?) | When to sample? |
| Reaction | Measure participant’s satisfaction and reactions to the training. The degree to which participants find the training favorable, engaging, and relevant to their jobs. | 1.Surveys (feedback forms) 2.Testimonials/Comments | Immediately after training sessions |
| Learning | Assess the knowledge and skills gained during the training. The degree to which participants acquire the intended knowledge, skills, attitude, confidence, and commitment based on their participation in the training. | 1.Pre & Post tests 2.Demos | 1.Pre-training: Set baseline any time before the training 2.Post training: As soon as possible after training, ideally within a week after training 3. Demos: As soon as possible, ideally within a month of training |
| Behavior | Examine the extent of applied learning in the workplace. The degree to which participants apply what they learned during training when they are back on the job. | 1.Feedback from mentor/manager 2.Improvement in individual KPIs | 1.After a month but less than 3 months of training 2.Half yearly performance reviews |
| Results | Evaluate the final outcomes achieved by the organization due to the training. The degree to which targeted outcomes occur because of the training. | 1.Costs (productivity, resource requirements, dependencies, etc.) 2.Knowledge sharing sessions 3.CSAT Levels (internal/external) | 1.Quarterly 2.Quarterly/Half yearly 3.Half yearly/Annual |
DOI: http://dx.doi.org/10.13140/RG.2.2.24300.99207
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