The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.
However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.
This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.
3. What are some key
CHALLENGES
in organization training?
4. Program design is not always linked to
business objectives
Training may not be addressing the key
needs of the organisation
Implication
5. Lack of effective post-training follow up,
reinforcement and measurement
Training
effectiveness
cannot be
measured
Implications
Learning design
cannot be
adjusted in real
time
Performance gap
not closed in time
6. Participants are not clear about the business
goals and strategic initiatives of the company
Transfer of learning to the job may not
happen
Implication
10. Reaction
The Kirkpatrick Model for training evaluation
Smile sheet
Feedback form
To what degree
participants react
favourably to the
learning event
Level 1
11. LearningReaction
The Kirkpatrick Model for training evaluation
Pre/Post test
Performance test
Smile sheet
Feedback form
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 2Level 1
12. BehaviourLearningReaction
The Kirkpatrick Model for training evaluation
Superior f/back
Behaviour obs.
Pre/Post test
Performance test
Smile sheet
Feedback form
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 3Level 2Level 1
13. ResultsBehaviourLearningReaction
The Kirkpatrick Model for training evaluation
% increase in
sales, profits etc.
Superior f/back
Behaviour obs.
Pre/Post test
Performance test
Smile sheet
Feedback form
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
14. ResultsBehaviourLearningReaction
The Kirkpatrick Model for training evaluation
% increase in
sales, profits etc.
Superior f/back
Behaviour obs.
Pre/Post test
Performance test
Smile sheet
Feedback form
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
Easy to implement
Usually done
15. ResultsBehaviourLearningReaction
The Kirkpatrick Model for training evaluation
% increase in
sales, profits etc.
Superior f/back
Behaviour obs.
Pre/Post test
Performance test
Smile sheet
Feedback form
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
Difficult to implement
Not usually done
Easy to implement
Usually done
22. Build post-training activities during
program design
5
Only 15% of what is learned during training will be applied on
the job if it is not reinforced and monitored.
- Research by Robert Brinkerhoff
23. ResultsBehaviourLearningReaction
Starting with the end in mind
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
24. ResultsBehaviourLearningReaction
Starting with the end in mind
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
“Start with the end
in mind”
“Identify indicators
and behaviours”
“Design post training activities with
program design and evaluation”
25. ResultsBehaviourLearningReaction
Starting with the end in mind
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
1
“Start with the end
in mind”
“Identify indicators
and behaviours”
“Design post training activities with
program design and evaluation”
26. ResultsBehaviourLearningReaction
Starting with the end in mind
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
12 3
“Start with the end
in mind”
“Identify indicators
and behaviours”
“Design post training activities with
program design and evaluation”
27. ResultsBehaviourLearningReaction
Starting with the end in mind
To what degree
targeted
outcomes occur,
as a result of
learning event(s)
and subsequent
reinforcement
To what degree
participants apply
what they learned
during training
when they are
back on the job
To what degree
participants acquire
the intended
knowledge, skills
and attitudes based
on their
participation in the
learning event
To what degree
participants react
favourably to the
learning event
Level 4Level 3Level 2Level 1
12 34 5
“Start with the end
in mind”
“Identify indicators
and behaviours”
“Design post training activities with
program design and evaluation”
34. Agreement on business measures is required
even before the learning intervention is
designed
Other teams need to get involved in the
entire learning process
Implication
35. Participants (and their supervisors) need to be aware
of the business goals, the objectives of the program
and how it links to their job and KPIs
Communication
between HR/Training
and other teams is
critical
Implications
Participants and
supervisors must
understand what will
be measured after
training
Supervisors may
need to be included
in the learning and
evaluation design
process
36. Appropriate tools and processes for post training
follow up and measurement need to be put into place
Indicators and measures of
behaviours and actions
need to be defined clearly
and realistically
Implications
Process of measurement
should be defined
37. Monitoring mechanism / tools need to be available to
check in real time if performance gaps are being
closed and business goals are being met
Business dashboard for training / learning &
development is required for monitoring and tracking
Implication