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While we all know that Learning needs to have an impact and be connected to business results, it’s not always measured. In all fairness, measuring the impact of learning can be really difficult. Often training programmes are conducted simply because they seemed like a good idea at the time, and invariably end up failing because they were implemented without analysing the needs of the business.
To be able to deliver impact, training evaluation metrics need to go beyond test scores and completion rates. It is important to connect both the L&D metrics and the business metrics for the training to truly be considered successful.
The Kirkpatrick Model is an internationally recognised and popular tool for evaluating the impact of learning initiatives. It not only helps measure the training effectiveness but also the impact on business. It consists of four levels of evaluation that measures the impact and effectiveness at each stage of the training. Our Director of Customer Success, Archana Premnath, explains the four levels of Kirkpatrick training evaluation in the video below.
The first level is Reaction. This measures how the participants reacted to the Learning. Were they satisfied or dissatisfied with the overall experience? Level 1 Reaction is measured through feedback surveys or even the body language of the participants to understand how engaged there were with the Learning experience.
The second level is Learning. This measures if any knowledge transfer took place. Did the participants learn anything new from the experience? What did they not learn? How confident and committed they are to applying the learning back into the workplace?
Different training sessions can have different objectives. It is better to measure the knowledge of the participants before they undertake the training to correctly asses the increase in knowledge, skills, attitude levels and confidence.
The third level of the Kirkpatrick Model is Behaviour Evaluation. This stage measures whether the new knowledge and skills learned resulted in any behavioural change back at work. Did the participants apply the learning in the workplace?
Measuring behaviour change can be tricky and needs to be measured consistently over a period of time. Observations, interviews, and assignments where participants share how they applied the learning help measure behavioural change.
The final level of Kirkpatrick Training Evaluation, Results, seeks to determine if the stakeholder expectations were met. What were the tangible outcomes of the training as a result of applying the knowledge and skills gained? Examples of results of training could be reduced costs, improved quality and efficiency, increased productivity, employee retention, increased sales, and higher morale.
By analysing data at each of the four levels, you not only gain an understanding of how effective your learning initiatives were but also how and where you can make improvements in the future to reap better benefits.
Most training programmes end at the second stage of the Kirkpatrick Model of Evaluation. Once the training session ends, so does the learning.
However, at Biz Group, we believe that all Learning is a journey and needs to be continuous to be able to actually achieve behavioural change. This impact then needs to be quantified and measured against actual business results.
To help solve your business problem we challenge and ask the right questions to help identify what success looks like so we always deliver on a pre-agreed End Game.
Check out our work and how we help our clients deliver impact here.
