Training Effectiveness Measurement
Each year globally many millions of
dollars are spent on training. It would be reasonable to establish just how
effective this training has been if only to help justify the budget. The aim is
to determine the effectiveness of the training by scientific means on the level
of performance of the individual. The methodology has to quantify the
relationship between their corporate objectives and the training and the
training aims and objectives.
The evaluation
approach can be divided in to two main schools; the narrow focused approach
being attributed to Donald Kirkpatrick and the broader model advocated by P.
Warr’s known as CIRO model. The CIRO model looked at context evaluation, input evaluation,
reaction evaluation and the outcome evaluation.
Donald Kirkpatrick’s “Four Steps to Measure Training
Effectiveness”.
Stage 1: Reaction
The first stage is about the reaction of the learners to the
training. Kirkpatrick likes to call this step a measure of customer
satisfaction, which is because this step involves gathering feedback forms the
trainees about they felt about the training programme. The standard course feedback
sheets are an example of the Kirkpatrick stage 1 evaluation. Most organization
do not do any more than this type of measurement and analysis.
The evaluation description and characteristics
- Did the learners like and enjoy the learning?
- Did they consider the training is relevant?
- Level of participation.
- Level of effort required to make the most of the learning.
·
Tools and Methods
- Typical happy sheets
- Post-training surveys or questionnaires.
- Online evaluation or grading by learners.
- Subsequent verbal or written reports given by delegates to managers back at their job.
·
Stage 2: Learning.
By learning, Kirkpatrick means measuring the level of change in the
competency of the participants in terms of positive attitude change, improved
knowledge or increase in skill as a result of attending the program. As Kirkpatrick
says – “Some trainer say that no learning has taken place unless change in behavior
occurs. Learning has taken place when one or more of the following occurs:
Attitude is changed. Knowledge is increased. Skill is improved. One or more of
these changes must take place if a change in behavior has to occur.
The evaluation description and characteristics
- Did the trainee learn what had intended to be taught?
- What was the level of advancement or change in the trainees after the training?
Tools and Methods
·
Typical assessments or tests before and after
the training.
·
Interview or observation can be used before and
after.
·
Hard copy, electronic, online or interview style
assessment are all possible.
