Training in an organisation is an investment of time, money and resources. Therefore, evaluating the effectiveness of a training is important for an organisation. The Kirkpatrick’s Model of Evaluation is a highly influential approach in evaluating training programs. The purpose of the model is to help in analysing the training from various angles, to promote improvement in the future.
FOUR DISTINCT LEVELS OF EVALUATION
The Kirkpatrick’s model of evaluation is rooted with four interconnected evaluation levels. Each level focuses on a specific area of evaluation. Here is an overview of the four levels of evaluation :-
- Reaction– This level evaluates how the training is received by the learner; and learner’s reaction to the training. It refers to how satisfying, engaging, and relevant they find the experience. A common way to evaluate this is to conduct a survey after training.
- Learning– This level evaluates what the learner actually learned from the training. It identities how much learning and knowledge occurred during the process. Common ways to measure this are hand-on assignments and post-tests.
- Behavior– This level discovers if the learner actually implemented the new skills in his/her behavior. By evaluating the learner’s behavior, the effectiveness of the training can be identified. Common ways to measure this are in-field inspections and performance observations.
- Results– This level focuses on the organisational outcomes or impact of the training. It centers its attention on the big picture of training. It measures how the training program contributes to the success of the organisation as a whole.
Implement & Automate Kirkpatrick’s model in an LMS
LMS metrics like ‘course completion rate’ and ‘percentage of course finished’ can be collected via LMS. These metrics can be generated automatically on a regular basis. It could be in the form of standard or customizable reports. It makes tracking learner reaction a simpler task.
- Post-training survey features, once set up, can be automatically distributed among the learners. These surveys can be labeled as mandatory for training completion status. It helps to record the learner’s reaction at the end of the training.
- Course rating features can be used to record the feedback and ratings. Automatic emails can be used to remind users to leave feedback at the end of the training.
- Pre- and post-training assessments can be automatically assigned to the learners. This process could be helpful to compare their knowledge before and after the training. Instead of assessing at the end, assessing twice will allow us to check the true impact of the training.
- LMS’s built-in-hierarchy can automatically email evaluation material to each individual. This feature can automatically assign evaluations once in a while. Once it’s all set up, evaluations will be conducted automatically without any trouble.
- Peer observations can also be used to evaluate behavior. Questions can be included in the evaluation to measure learner’s behavior. This feature is helpful to make sure certain behaviors are being observed in the learner’s everyday work life.
- Results should be evaluated on a regular basis to check if the effects of new learning are long-term. Automatic checklists and surveys can be used to create and compare reports of the learners.
As far as business is concerned, Kirkpatrick’s model helps to identify how training efforts are contributing to the business’s success. Using this model of evaluation is extremely beneficial in evaluating the effectiveness of the training. On the whole, the mystery of evaluating training can be solved through Kirkpatrick’s model of evaluation.