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Truth be told, I am a stranger in performing a training evaluation in the manner in the real world. However, I am learning about training evaluation in my Master’s program in Training and Development, which increased my knowledge and confidence level in conducting it. Allow me to share a snippet of what I am learning in my Training Evaluation class with websites and a textbook to reference.
One model I have come to learn about is Kirkpatrick’s 4 Levels of Evaluation, which consists of 4 levels. According to Evaluating Training Programs (3rd Edition), The Four Levels by Donald L. Kirkpatrick and James D. Kirkpatrick on p. 21 states, “The four levels represent a sequence of ways to evaluate program. Each level is important and has an impact on the next level.” The below information is provided by the following web link: https://www.watershedlrs.com/blog/kirkpatrick-learning-evaluation-model
- Did participants enjoy the training?
- Did they pass the assessment?
- Do they work better?
- Did business metrics improve?
Another model I come to learn is the Phillip’s ROI Process Model. This model is considered an extension of the Kirkpatrick’s Model. This model focuses on ROI (Return On Investment) and is without a doubt, in my opinion, a comprehensive one. It involves 6 levels (Kirkpatrick’s levels involved) and phases. The below information is provided by
- Reaction to a new process initiative introduced within the organization
- Level 1 evaluation: Do employees feel positive about the new process and their involvement in rolling out the new process?
- Confidence in utilizing the new process
- Level 2 evaluation: Do employees feel confident in their training on the new process and that they have
acquired the necessary skills to implement the new process?
- Level 2 evaluation: Do employees feel confident in their training on the new process and that they have
- Proof that employees can apply the new process.
- Level 3 evaluation: Have employees been utilizing the new process in their roles?
- Business impact of the new process.
- Level 4 evaluation: What impact does the new process have on the business?
- Return on Investment (ROI)
- What is the ROI of the new process?
- Intangible benefits
- What other benefits (not measured in a monetary value) were gained, e.g.:
- More confidence/less stress among employees who are using the new process
- Increased job satisfaction among employees
- What other benefits (not measured in a monetary value) were gained, e.g.:
The above evaluation models are considered best practices when gathering as much detailed data as possible to show the client and stakeholders the worth of having a training program. Learning about these evaluation models and their processes allows me to communicate on a higher level with the funders and clients about the effects of a training program.
- Have anyone of you experience any of these levels during an evaluation? If so, what are your thoughts?
- Which evaluation model do you prefer and why?
- What types of data intangible or tangible will bring satisfaction to the CEO of an organization and why?
By Sixto Lopez Jr.
Truth be told, I am a stranger in performing a training evaluation in the manner in the real world. However, I am learning about training evaluation in my Master’s program in Training and Development, which increased my knowledge and confidence level in conducting it. Allow me to share a snippet of what I am learning in my Training Evaluation class with websites and a textbook to reference.
One model, I have come to learn about is Kirkpatrick’s 4 Levels of Evaluation, which consists of 4 levels. According to Evaluating Training Programs (3rd Edition), The Four Levels by Donald L. Kirkpatrick and James D. Kirkpatrick on p. 21 states, “The four levels represent a sequence of ways to evaluate program. Each level is important and has an impact on the next level.” The below information is provided by the following web link: https://www.watershedlrs.com/blog/kirkpatrick-learning-evaluation-model
- Did participants enjoy the training?
- Did they pass the assessment?
- Do they work better?
- Did business metrics improve?
Another model I come to learn is the Phillip’s ROI Process Model. This model is considered an extension of the Kirkpatrick’s Model. This model focuses on ROI (Return On Investment) and is without a doubt, in my opinion, a comprehensive one. It involves 6 levels (Kirkpatrick’s levels involved) and phases. The below information is provided by
- Reaction to a new process initiative introduced within the organization
- Level 1 evaluation: Do employees feel positive about the new process and their involvement in rolling out the new process?
- Confidence in utilizing the new process
- Level 2 evaluation: Do employees feel confident in their training on the new process and that they have
acquired the necessary skills to implement the new process?
- Level 2 evaluation: Do employees feel confident in their training on the new process and that they have
- Proof that employees can apply the new process.
- Level 3 evaluation: Have employees been utilizing the new process in their roles?
- Business impact of the new process.
- Level 4 evaluation: What impact does the new process have on the business?
- Return on Investment (ROI)
- What is the ROI of the new process?
- Intangible benefits
- What other benefits (not measured in a monetary value) were gained, e.g.:
- More confidence/less stress among employees who are using the new process
- Increased job satisfaction among employees
- What other benefits (not measured in a monetary value) were gained, e.g.:
The above evaluation models are considered best practices when gathering as much detailed data as possible to show the client and stakeholders the worth of having a training program. Learning about these evaluation models and their processes allows me to communicate on a higher level with the funders and clients about the effects of a training program.
- Have anyone of you experience any of these levels during an evaluation? If so, what are your thoughts?
- Which evaluation model do you prefer and why?
- What types of data intangible or tangible will bring satisfaction to the CEO of an organization and why?
By Sixto Lopez Jr.
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This is an additional placeholder post. Click the Edit link to modify or delete it, or start a new post.
