Evaluating Training: Measuring Your Training ROI
50% of Training is not Evaluated Beyond Level 1 (CIPD Annual Survey 2015)
For our Clients, their Learners and our continued success ‘Measuring Your Return on Investment from Training’ is a key part of the service that we provide for our Clients. There are 3 sections below for explaining how we evaluate training, use the Kirkpatrick model and in turn, manage your return on investment:
- Which Model Do We Use & Why?
- What Does This Mean for Our Clients?
- How Does This Model Work in Practise?
Which Model Do We Use & Why?
Of the many models that are available to measure return on investment from training, only one has stood the test of time – ‘The Kirkpatrick Four-level Evaluation Model’. Developed by Don Kirkpatrick. He wrote his first thoughts on training evaluation back in the 1950s and wrote his first book explaining the model in 1993. The Kirkpatrick model evaluates training on 4 levels:
Level 1: Reaction:
How did the Learners react to the training? (Few training providers measure the return on investment beyond the level 1 reaction)
Level 2: Learning:
How much learning did the Learners get?
Level 3: Behaviour:
How much have the Learners used the learning?
Level 4: Results:
How much effect did the learner’s learning have on performance?
We have added one further level:
Level 5: Sponsor:
What ‘observable change in performance’ has been achieved?
This further level has been added to evaluate the overall business objectives as set out at the start of any training programme.
What Does This Mean for Our Clients?
For our Clients this means:
|Financial:||Confidence that you will be able to understand the return on your money spent.|
|Risk:||Less risk knowing that the money you are spending will be comprehensively evaluated.|
|Strategy:||Comfortable that you will understand whether to continue training and how to improve.|
|People:||A good understanding of whether this training is working for your people.|
Most companies rarely evaluate training. In fact, according to the Learning Resources Network, the results are startling. Level 1 – Reaction is used 77%, Level 2 – Learning is used 36%, Level 3 – Behaviour is used 15%, and Level 4 – Results is used only 8% of the time.
How is this Kirkpatrick Model Used to Evaluate Training in Practise?
This is how we evaluate a training course for you:
From the Learner’s Perspective
|Reaction – Level 1:||On each of the Foundation and the Advanced training courses, the Learner is asked for their feedback. This is commonly known as a ‘happy sheet’.|
|Learning – Level 2:||At 21 days after the Foundation training course, the learner is sent an evaluation, asking them say whether the training course achieved the learning objectives, how likely they are to achieve their individual learning objective, 3 useful tools that they took away, and how much their knowledge has increased.|
|Behaviour – Level 3:||At 70 days the learner is sent an evaluation, asking them to say how much of their individual learning objective they have achieved and to name 3 behaviours they are now doing differently.|
|Results – Level 4:||At the Advanced training course, which is 180 days (6 months) after the Foundation course, the learner is asked, on the day, to identify one example of a change in their behaviour that has led to a bottom-line impact.|
From the Manager’s Perspective
|Behaviour – Level 3:||At 70 days the manager is sent an evaluation, asking them to comment on how the learner’s behaviour has changed.|
|Results – Level 4:||At the time of the Advanced training course, which is 180 days (6 months) after the Foundation course, the manager is asked to identify one example of a change in the learner’s behaviour that has led to a bottom-line impact.|
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