Training Program Evaluation Guidelines v1 1

1 Evaluation Guidelines Measuring Training Program Effectiveness The following discussion provides general Guidelines for measuring Training Program effectiveness using the kirkpatrick model for Training Evaluation . Evaluation Guidelines Contents Contents .. 2 Evaluation Levels .. 3 Level 1 3 Level 2 Learning .. 3 Level 3 3 Level 4 Results .. 3 Continuous Performance Improvement .. 3 Training Assessment Measures .. 5 Performance Evaluation Measures .. 6 Guidelines .. 7 Determine the Purpose .. 7 Develop a Measurement Plan.

2 7 Decide on reason(s) for Evaluating Performance .. 9 Determine Criteria That Supports Target Metrics .. 9 Create method of evaluating performance criteria .. 9 1. Instrument .. 9 2. Scales .. 10 3. Raters .. 11 4. Rating Periods .. 11 Maintaining the Evaluation 11 Version Page |2. Evaluation Guidelines Evaluation Levels kirkpatrick 's four levels of Evaluation are often used to assess Training a Training Program 's effectiveness. According to this model , Evaluation should always begin with level one, and then, as time and budget allows, should move sequentially through levels two, three and four.

3 Information from each prior level serves as a base for the next level's Evaluation . Thus, each successive level represents a more precise measure of the effectiveness of the Training Program , but at the same time requires a more rigorous and time-consuming analysis. Level 1 Reactions Also known as smile sheets this type of Evaluation mainly collects the learners' reaction to their Training experience, from the comfort level of the Training environment, to their estimation of their level of knowledge prior to Training and after Training .

4 Level 2 Learning Assessing at this level moves the Evaluation beyond learner satisfaction and attempts to assess the extent students have advanced in skills, knowledge, or attitude. This is often done by giving students a Pre-test before the class and a Post-test after the class. The results of each are compared to assess the degree of advancement the student made between the two. Level 3 Behavior This level measures the transfer that has occurred in learners' behavior due to the Training Program . Evaluating at this level attempts to answer the question: Are the newly acquired skills, knowledge, or attitude being used in the everyday environment of the learner?

5 This assessment is often conducted at a set interval after Training has occurred, , two weeks to six months after the Training event. Information for this level of Evaluation is often collected via surveys and focus groups. Level 4 Results Level 4 evaluations are also known as Return on Investment (ROI). This type of Evaluation measures the success of the Training Program in terms that managers and executives can understand: increased production, improved quality, decreased costs, reduced frequency of accidents, increased sales, and even higher profits.

6 Read more at: Continuous Performance Improvement The levels also relate to the different stages of measuring the effectiveness of Training of a particular capability. When an organization is confronted with the challenge to measure the value of a Training Program , there are two broad levels of measurement, Training Assessment and Performance Evaluation . Training Assessment: used to determine the quality ( , retention) and accuracy ( , efficacy) of the Training Program . This information is gathered in three different stages: Pre- Training , Post- Training and Skill Retention.

7 Data for all three stages can be easily determined by conducting surveys or assessments Version Page |3. Evaluation Guidelines of the Training attendees. The execution of the Training Assessment Program is completed in the Release stage of implementation. Performance Evaluation : attempts to measure the degree in which Training is transferred to a particular job(s) as well as measuring the increase in organizational performance. Determining the degree to which Training has an influence on organizational performance is the most desired level when measuring Training effectiveness.

8 However, it is usually the most difficult to accomplish. It is the most difficult to measure as there are other variables in addition to Training that affect job behavior, and ultimately organizational performance. To obtain measures of job behavior and organizational performance, a valid performance Evaluation is required. Without an accurate performance Evaluation system, there is no accurate way to measure the effect of Training in the organization. The execution of the Performance Evaluation Program is completed in the Maintenance stage of implementation.

9 The Continuous Performance Improvement pyramid represents a comprehensive platform by which to measure the effectiveness of a Training Program . Measuring the value of the Training , at any level, often involves using the key performance indicators ( , faster and more reliable output, higher ratings on employees' job satisfaction questionnaires). Please refer to the Training Assessment Measure and the Performance Evaluation Measures below which describe the Target Metrics for evaluating the effectiveness of a Training Program .

10 Version Page |4. Evaluation Guidelines Training Assessment Measures Data Collection HP Categories Possible HP Target Metrics Method Pre- Training The number of people who indicate a need for Training during Survey Assessment the needs assessment process Pre-test The number of people that sign up for the Training session Attitudes toward Training and change Post- Training The number of people that attend the session Survey Assessment Attendee satisfaction at end of Training Post-test Attendee satisfaction at end of Training