Evaluating Training Effectiveness

Training is all about improving individual and group performances and in turn influencing the overall performance of your business. It is important to evaluate the effectiveness of the training and ensure that the original learning goals were achieved.

I realize that many benefits of training are not measurable. Factors like job satisfaction, the enjoyment of learning, and helping employees understand that they are valued assets worthy of development may seem intangible—and can be very powerful.

With a simple 4-level approach i.e. Kirkpatrick training evaluation model, you measure the effectiveness of customized corporate training programs. Here are the four levels of measurement and the key indicators to look for at each level.

Level 1 - Reaction

This level measures how learners have reacted to the training, the relevance and usefulness of the training. Use surveys, questionnaires or talk to learners before and after the course to collect their feedback on the learning experience.

At the end, you should have a good understanding of how well the training was received and determine any gaps in the training content.

Level 2 - Learning

Measure the knowledge and skills gained by learners as a result of the training. To measure this level, you can use a combination of metrics such as:

·        Test scores during and after the training

·        Evaluation of applied learning projects

·        Influence on performance KPIs

·        Course completion and certification

·        Supervisor report and feedback

Level 3 - Behaviour

Understand how the training has impacted the learner’s performance and attitude at work. Evaluate how the training has influenced the learner’s performance and delivery at work by using a combination of these methods:

·        Self-assessment questionnaires

·        Informal feedback from peers and managers

·        Focus groups

·        On-the-job observation

·        Actual job performance key performance indicators (KPIs)

·        Customer surveys, comments, or complaints

Level 4 - Results

Measure the tangible results of the training such as reduced cost, improved quality, faster project completion, increased productivity, employee retention, better marketing leads, increased sales, and higher morale. Key metrics to measure are:

·        Improved business results

·        Increased productivity and quality of work

·        Employee retention

·        Higher morale

·        Customer satisfaction index

At this stage of evaluation, you will be able to determine if the training is meeting its set objectives, what are the specific skills that can be developed with this training, and the scope for improvements in content and method of delivery.

Finally, measuring training isn’t helpful unless you utilize what you have learned to improve the training, find a better provider, or even decide to discontinue the program. However, remember that training cannot be a one-time event; it’s important to define and support continuous learning paths—this enables your employees to stay relevant in a transforming digital landscape.