Evaluating training is a critical step in the training and development process to determine its effectiveness.
Training evaluation typically answers questions like:
- Did the participants learn the material?
- Did their job performance improve?
- Did the training provide a positive return on investment (ROI)?
Kirkpatrick’s Four Levels of Evaluation
The most widely used framework for evaluating training is Kirkpatrick’s Four Levels of Evaluation. It provides a progressive approach to assess the results of a training program.
| Level | What it Measures | Evaluation Methods (Examples) |
| 1. Reaction | How participants felt about the training (satisfaction, engagement, relevance). | End-of-course surveys, smile sheets, feedback forms. |
| 2. Learning | The increase in knowledge, skills, or attitude as a result of the training. | Quizzes, exams, pre- and post-tests, simulations, practical exercises. |
| 3. Behavior | The extent to which participants apply what they learned on the job. | Observation of work performance, 360-degree feedback, performance appraisals, self-assessment. |
| 4. Results | The impact of the training on business outcomes (e.g., increased sales, reduced errors, improved quality, cost savings). | Analysis of business metrics and key performance indicators (KPIs), return on investment (ROI) calculations. |
Other Evaluation Models
While Kirkpatrick’s model is dominant, other models are also used:
- Phillips’ ROI Model: This model is an extension of Kirkpatrick’s, specifically adding a fifth level to calculate the Return on Investment (ROI) by comparing monetary benefits to the cost of the training.
- The Context, Input, Process, and Product (CIPP) Model: This model is broader, evaluating the training program’s context (needs assessment), input (resources, materials), process (implementation), and product (results/outcomes).
Key Steps in the Evaluation Process
A comprehensive evaluation involves these steps:
- Establish Clear Objectives: Define what success looks like before the training starts (e.g., “After training, employees will reduce data entry errors by 10%”).
- Select Appropriate Tools: Choose the right metrics and methods for the level of evaluation you are conducting (e.g., surveys for Reaction, KPIs for Results).
- Collect Data: Gather both quantitative (numbers, scores, metrics) and qualitative (feedback, comments, observations) data.
- Analyze and Interpret Data: Review the data to determine if the objectives were met and identify strengths and weaknesses of the program.
- Report and Take Action: Communicate the findings to stakeholders and use the results to make decisions—either to improve the training program or to validate its effectiveness.