You have organized a training program for your workforce. Eminent personalities have shared their knowledge, insights and trained your staff. Now, you need to find out the impact and effectiveness of your training program. How will you do that?
Here are the 5 best training evaluation methods that you can try:
The Kirkpatrick Taxonomy:
Developed by Don Kirkpatrick, this taxonomy includes a 4-level strategy. The levels are – Reaction, Learning, Behaviour and Results. At the 1st level, you understand the reactions of the participants to the training. The 2nd level assesses how much they have learnt.
The 3rd stage finds out to what extent they have applied the knowledge. In the 4th stage, you assess if the training programme met the expectations of the stakeholders.
The Phillips ROI Model:
Proposed by Jack Phillips, this model evaluates the effectiveness of a training program through 5 levels – Reaction, Learning, Application and Implementation, Impact and Return on Investment (ROI). While the 1st level evaluates the reactions of the participants, the 2nd assesses the learning that took place.
The 3rd finds out if the knowledge is applied and implemented on the job. The 4th recognizes factors that impacted the outcomes. The 5th level measures the Return on Investment.
Summative and Formative Evaluation:
Both summative and formative evaluation is essential for finding out the benefits and the drawbacks of a training programme. While formative evaluation helps you to evaluate a program when it is being developed, the summative evaluation finds out the programme’s effectiveness at the close.
The formative evaluation identifies and fixes the issues that might hamper learning. Summative evaluation makes post-training assessments to find out the overall effectiveness of the training.
Kaufman’s Five Levels of Evaluation:
Extending the Kirkpatrick Model, this method of evaluation includes 5 levels with the 1st level having 2 parts. The 1st part of level 1 is Input. This involves the resources and the learning materials required for the training. The 2nd part of level 1 is Process. This focuses on the acceptance and reactions to the learning experience.
The 2nd level termed Acquisition, finds out if the learners received the knowledge and used it in jobs. The 3rd level known as Application assesses how well the learners applied their knowledge to improve their performances.
The 4th level named Organisational Payoffs evaluates the payoffs for the entire company. This level involves evaluation of performance improvement and a cost-consequence or cost-benefit analysis. The 5th level called Societal Outcomes evaluates the learning impacts on the stakeholders and the society at large.
Anderson’s Model of Learning Evaluation:
This is one of the most widely used evaluation methods as it allows companies to prioritize their business strategies. There are 3 levels in this model. The 1st level assesses the present training program against the business’s strategic priorities.
The 2nd level measures how much the training has contributed to the strategic business results. The 3rd stage finds out the most relevant and appropriate approaches for a particular company. It also checks if the ROI is worthwhile.