Training Evaluation

We all know that once you’ve trained people and they’ve gained some great knowledge and some useful skills that they will automatically apply these when they get back to the job, right?Well of course not, we’ve probably experienced this ourselves where we may have had really good intentions to do something differently and when we get back to work, for…

Probably the most important part of the New World Kirkpatrick Model is level 3 behaviour.In the model itself you will see Behaviour looking like a bullseye right in the middle of the model. Why is this so important? Well, if we correctly identify the behaviours that we want to enhance and get these going consistently well on the job, then…

Although the Kirkpatrick Model is known as a training evaluation model, I believe it is far more than this, and is In fact closer to a full project and change management model. Therefore, I’m not going to start with discussing evaluation but align more to the Kirkpatrick Foundational Principles and start at principle one which is the end is the beginning and…

Kirkpatrick Principle 5. A compelling chain of evidence demonstrates your bottom-line value. At the end of the day, it is incredibly important that we are able to evaluate and demonstrate the effectiveness of our learning package to change behaviours and create business results.Why do we need to evaluate? Well, we need to know if we can improve our learning program,…

Kirkpatrick Principle 4. Value must be created before it can be demonstrated. Well, what is this one all about? This principle aligns with research that tells us that most of our learning effort is wasted when people get back to the workplace.Some research tells us that only 15% of people involved in leadership development programs will do things differently, in…

Kirkpatrick Principle 3. Business partnership is necessary to bring about positive ROE A bit cliched but oh how true this is, we need to build partnerships within our organisations. However L&D does not control the performance of people on the job so how can we be expected to deliver results?Well, we can’t, it’s up to the person and their manager…

Kirkpatrick Principle 2: Return On Expectations (ROE) is the ultimate indicator of value No, it’s not ROI, it’s ROE! Unlike ROI, which looks to isolate the value of training, ROE looks to create and deliver the value element that stakeholders are really interested in.ROE are the desired results of any program based on stakeholder input. However, ROE recognises that training…

Kirkpatrick Principle 1: The end is the beginning The New World Kirkpatrick Model presents four levels of evaluation, Results (level 4), Behaviour (Level 3), Learning (Level 2) and Reaction (Level 1). However, the way we view these has to change.This principle debunks the all-too-common theory that we start with level 1 and work our way towards level 4 normally stopping…