• How-to

Developing metrics is the most effective way to check how effective your training methods are. However, the most widely-used evaluation tools are the models offered by scholars Donald Kirkpatrick and Jack and Patricia Phillips.

Level 1: How they react
This level concentrates on finding the reactions of most trainees participating in various training activities. Feedback forms (also termed as ‘happy sheets’) are used in order to record the reactions of most of the participants. This technique helps facilitators and training administrators learn the satisfaction level of each trainee. It further helps them to work on the enhancement of various programs by making decisions about continuing the program and improvizing the content and methodology.

Level 2: What they learn
Careful observations related to a trainee’s knowledge, skill and attitude are made at this level. It maps the modifications that a trainee undergoes while being part of a training session. The learning is usually measured with pre-test and post-test methods. However, it is important to understand that there is no compulsion for the knowledge gained at a training session to be of immediate practical use.

Recording the success rate of the training at this point is of great importance as it gives a clear idea about the amount of change that has occurred. It also indicates the accomplishment of the objectives which were initially set. Inputs made at this level are of an analytical nature, which enables administrators to modify every detail of a training program. This stage acts as an important clue for the transition from theoretical learning to a pragmatic setting.

Level 3: How they use it
‘Application of learning’ is the focus area for this level. In fact, this stage can be defined as one of the most complicated of all levels as implementation of standard learning techniques can be difficult in a realistic scenario. The question of attributing most changes to the process of training still dwells in most people’s mind. Trainees and supervisors are the major source of feedbacks at this level. It is necessary to receive the response from all the participants on how useful the training is. Sufficient time should also be given to the trainees to apply their knowledge before asking for their assessment.

Level 4: How effective is it
This final stage measures the complete effectiveness of the program while keeping the business objectives in mind. Growth in production, reducing defects and decreasing cycle time are the highlights of this level. Although it’s possible to measure the efficacy of the program in the prior stages, this level is instrumental in measuring the functional and technical details. Organizations can adopt other methods such as mentoring, helping to build a rapport among senior and junior employees as well as among colleagues to ensure better learning. By accepting the above methods, successful implementation of techniques taught can be achieved.

©Entrepreneur December 2010

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Donald Kirkpatrick, How-to, Jack Phillips, metrics, Patricia Phillips, training