Evaluating Training – What’s the Big Deal?
A few random thoughts on Training and Evaluation at the end of the week. I have spent some today working on an evaluation strategy for a client and had a few thoughts I wanted to share. Specifically I want to talk about the process of evaluating training programs, and why everyone assumes they are evaluating their training, but rarely are.
I facilitate training sessions quite frequently for other organizations. Hey, you’ve got to keep busy and keep the cashflow positive. Over the years I have noticed that almost 100% of these programs only evaluate one level training, by no small coincidence this is universally the most frequently evaluated aspect of training.
Of course I am speaking of the universal reaction sheets that go hand in hand with every off the rack program ever sold and delivered to the corporate community. The most amusing description I’ve ever heard of these universally used instruments was “enter-trainment”, thanks Bill. The reaction sheet handed out at the end of every training session known to man, trying to gauge how well the facilitator managed to keep people from nodding off or wanting to leap out a window.
Ok, I’m not being entirely fair. How the learner felt about the course is important feedback. Over the years I have been able to improve my facilitation skills in numerous ways by honestly accepting feedback received from these forms. But we miss out on so many other truly important aspects of measuring a training sessions effectiveness by only evaluating this level.
According to Kirkpatrick, and I’ll go with his theories because I think they are still the most valid out there, there are four different levels of evaluation when it comes to training. There are reaction, learning, transfer and impact. Let’s take a quick look at the other three and why their important.
Learning level evaluation involves the actual learning that takes place in a course. What did the learners actually learn? This seems pretty basic, we should be measuring if training participants learn what we are trying to teach right? But think about how many courses, workshops, or programs you’ve attended where you’re level of learning is not measured in any way?
Transfer evaluation is a key part of measuring the effectiveness of any training program. This level looks at whether or not the learner was able to transfer what they learned in the program into the real world. Was their a real change in behaviour or attitude after the completion of the program. This level of evaluation should be critical to both learning providers as well as those paying the tab. If there is no transfer, then what were you writing the cheque for in the first place?
And finally comes evaluating the impact of training. For the person or organization investing in the training this is the most important level of evaluation. Unfortunately it is also the most difficult type of information to obtain and assess. Impact level measurements focus on the results that improved performance, or changed behaviour and attitude has on the organization. Did the training make a difference? Any training program should fundamentally make a difference, and that difference should in some way impact the bottom line of your company.
The next time you’re thinking about getting some training for your employees, managers or volunteers – ask yourself this question. How will I determine the effectiveness of the program at these four different levels. Not only will you most likely end up with a much more effective program, you’ll be able to better calculate the return you get on your investment dollars.
Training and development is quite possibly one of the best things you can do for your organization and your employees. But if you aren’t targeting the right issues and carefully evaluating your results, it quickly becomes an expense that gets cut when times are tough. And that, can be one of the worst things to happen to your company, your people and your bottom line.
