Why Measuring Training Effectiveness is Important? 

When an organisation decides to inculcate corporate training for its employees, it also takes up another responsibility of investing in it correctly and ensuring that it reaps fruitful results. So, their job doesn’t end with simply incorporating an LMS into the company; it ideally begins there.

A large sum of money and efforts are spent on e-learning and its maintenance, and it is only wise to ensure that the investment is garnering the right kind of results for the learners and for the company. By doing so, they can work on bettering the training process, so the goals are met and all the investment proves worthwhile. 

Evaluating training effectiveness

It is not a hard feat to examine and evaluate the effectiveness of training. With some proven ways that judge the learner’s retention and performance, along with the result of the training, one can determine whether it has been effective or not.

Some certificate examinations, pop quizzes, multi-choice questions, group discussions, one-on-one discussions and more may help showcase how the training is affecting the employees. These studies then indicate if it renders the return on investment or not. 

The Kirk-Patrick Model of evaluation 

Named after a professor of the University of Wisconsin, Donald Kirkpatrick who developed it, the Kirkpatrick model of evaluation is one of the most successful models to evaluate training. It’s a 4 level approach, which is highly constructive in calculating growth.   

Level 1- Reaction 

The first level evaluates the reaction to the training programme—how easily and well have the employees followed the training, whether their overall reaction has been negative or positive. Companies can take a short survey from the employees or ask direct questions to analyse their reaction and evaluate the effectiveness of the training.

A few activities that can be helpful to evaluate the learners progress and interest are post training program questionnaires, smile sheets and printed and oral reports put together by the evaluators.

This level of the model comes into play once the companies have put together the LMS training process and are testing the waters with the employees’ reaction to it.

Level 2- Learning

This level focuses on what the employees have learned and retained. The employees should be able to understand and retain the knowledge even after the training and this level determines exactly that. By conducting a before and after test, one can understand the employees’ significant growth.

The reports from the supervisors also help indicate if the employees have learned substantially from the training. A few key ways to judge the employees progress are comparisons of a pre and post training test result, observations by peers and instructors, and a control group process.

This level comes into effect after the LMS training is tested but the retaining power of employees is not tested.

Level 3 – Behaviour

The confidence and performance of the learners is bound to change once they adopt new skills and expand their knowledge. They will feel more confident and well-equipped in handling difficult situations and challenges, and will be open to constructive feedback and criticism, taking them well, in the right sense.

After honing their skills, employees will develop a positive approach towards work, and there will be a significant improvement and growth in their overall professional life. With this change in learners’ behaviour and professional gait, you can determine whether the training has been effective or not and if yes, then how effective it has been.

This level essentially begins 3-6 months after the training process, but there is no substantial way to determine growth. A self evaluation is possible with specific instructions, and an overall evaluation by peers, noticed overtime.

Level 4 – Results

This last level measures the tangible results of training and may be a little more time-consuming than other levels. They include analysing customer satisfaction, efficiency, business results and employee retention rates; the scale and grade of these factors showcase if the training has made a positive impact or not and whether it has been garnering the right results for the organisation as a whole. 

This is the final and last level of the model that takes place after all the levels and takes longer to process than others. No particular survey or examination can define the growth of the employee, as it takes some time to use the extensive knowledge one has learnt. It’s also subjective to each employee as everyone processes information at a different pace. 

Winding Up

Safe to say, evaluation of corporate training is immensely necessary for a company to check their growth and return of interest and to gauge any scope of improvement that is required. Giving the best training experience to the employees has umpteenth benefits for the learners, yes, but also for the organisation’s growth and success in retrospect. Attaining regular feedback from employees help the company understand the employees’ needs better, and evaluating the effectiveness of training helps the company understand if they are on the right path.