There’s a long (and we mean long!) list of training evaluation techniques to choose from, and this can be overwhelming. But there are five techniques that are most often trusted by companies today. Some of these techniques are referred to as models, or training evaluation methods, and we’ll use these terms interchangeably.
This method of evaluating training programs might be one of the oldest, but it’s still one of the most well-loved. Why? Because it breaks the evaluation process down into 4 simple levels – or rather, steps. Here’s how it works:
Step 1: Evaluate learners’ reactions to training. This is commonly measured after training. Ask learners to complete a survey about their overall satisfaction with the learning experience.
Step 2: Measure what was learned during training. Use assessments to measure how much knowledge and skills have changed from before to after training.
Step 3: Assess whether or not (and how much) behavior has changed as a result of training. The best way to measure behavior change is through workplace observations and comparing 360-degree reviews from pre- and post-training.
Step 4: The final and most important step is to evaluate the impact of your employee training program on business results. Here, it’s common to measure results like productivity, quality, efficiency, and customer satisfaction ratings.
In modern times, professionals have suggested that this process should actually be reversed. After all, step 4 is the most important one. If you agree with this approach, start by identifying the results you want to achieve, and work backward from there.
Whichever direction you choose to apply the steps toward, the eLearning industry has come to rely on Kirkpatrick’s model for good reason. Its logical, staged approach is easy to apply, and once the evaluation is complete, you’ll have a deep and wide understanding of employee learning during training.