{"id":205,"date":"2019-07-15T19:13:27","date_gmt":"2019-07-15T19:13:27","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=205"},"modified":"2024-04-25T01:30:14","modified_gmt":"2024-04-25T01:30:14","slug":"evaluating-training-effectiveness","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/evaluating-training-effectiveness\/","title":{"raw":"Evaluating Training Effectiveness","rendered":"Evaluating Training Effectiveness"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss how to evaluate training effectiveness<\/li>\r\n<\/ul>\r\n<\/div>\r\nThe most common model for analyzing and evaluating the results of education training and development programs is the Kirkpatrick Model, developed by Donald Kirkpatrick in 1995 for his Ph.D. dissertation.[footnote]Petrone, Paul. \"<a href=\"https:\/\/learning.linkedin.com\/blog\/learning-thought-leadership\/the-best-way-to-use-the-kirkpatrick-model--the-most-common-way-t\" target=\"_blank\" rel=\"noopener\">The Best Way to Use the Kirkpatrick Model<\/a>.\" LinkedIn: The Learning Blog. May 26, 2017. Accessed July 18, 2019.[\/footnote] The model consists of four levels, including the following:\r\n<ul>\r\n \t<li>Level 1: Reaction\u2014Measures how participants react to the training. A common method of determining this is a post-training survey.<\/li>\r\n \t<li>Level 2: Learning\u2014Assess what the employee learned from the training. Learning can be evaluated by post-tests or demonstration of the knowledge, skill or ability.<\/li>\r\n \t<li>Level 3: Behavior\u2014Are participants using what they learned? This might be assessed by observation or management evaluations.<\/li>\r\n \t<li>Level 4: Results\u2014What is the organizational impact? For example, was there an increase in productivity, in project management or management effectiveness?<\/li>\r\n<\/ul>\r\nThe way to use this model is not moving from Level 1\u2013Level 4 as it is often taught, but in the reverse order. As LinkedIn Learning Instructor Jeff Toister advises: \u201cStart at level four and identify the results you want to achieve, then work backward to level three to think about what participants need to do on the job to achieve those results, and so on. This will make it easier to connect the training to organizational goals.\u201d[footnote]Ibid.[\/footnote] Toister\u2019s recommendation is echoed in an image that notes that by moving from Level 1\u2013Level 4, ROI is an afterthought; flipping the sequence puts the emphasis on the business results; that is ROI is designed in at the start.[footnote]<a href=\"https:\/\/www.sales-leadership.co.uk\/return-on-investment\/kirkpatrick\/\" target=\"_blank\" rel=\"noopener\">Sales Leadership: Change Behaviours, Drive Results<\/a>. Accessed July 18, 2019.[\/footnote]\r\n\r\n<img class=\"aligncenter wp-image-1295\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/05221701\/KirkpatrickModel-1024x879.png\" alt=\"A diagram shows the four levels of the Kirkpatrick Method. The diagram is a triangle divided into four segments by three horizontal lines. The segments are titled the following from the bottom segment to the top segment; Level 1: Reaction, Level 2: Learning, Level 3: Behavior, Level 4: Results.\" width=\"550\" height=\"472\" \/>\r\n\r\nIn his \u201cThe Best Way to Use the Kirkpatrick Model\u201d blog post on the LinkedIn Learning Blog, Paul Petrone notes that there are other models\u2014all with their strengths and weaknesses\u2014but that \u201cit\u2019s not so much what model you choose, but instead how well you execute it.\u201d[footnote]Petrone, Paul. \"The Best Way to Use the Kirkpatrick Model.\" LinkedIn: The Learning Blog.[\/footnote]\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/d467e6c2-e76a-4cde-b101-af982c5c2d66\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss how to evaluate training effectiveness<\/li>\n<\/ul>\n<\/div>\n<p>The most common model for analyzing and evaluating the results of education training and development programs is the Kirkpatrick Model, developed by Donald Kirkpatrick in 1995 for his Ph.D. dissertation.<a class=\"footnote\" title=\"Petrone, Paul. &quot;The Best Way to Use the Kirkpatrick Model.&quot; LinkedIn: The Learning Blog. May 26, 2017. Accessed July 18, 2019.\" id=\"return-footnote-205-1\" href=\"#footnote-205-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> The model consists of four levels, including the following:<\/p>\n<ul>\n<li>Level 1: Reaction\u2014Measures how participants react to the training. A common method of determining this is a post-training survey.<\/li>\n<li>Level 2: Learning\u2014Assess what the employee learned from the training. Learning can be evaluated by post-tests or demonstration of the knowledge, skill or ability.<\/li>\n<li>Level 3: Behavior\u2014Are participants using what they learned? This might be assessed by observation or management evaluations.<\/li>\n<li>Level 4: Results\u2014What is the organizational impact? For example, was there an increase in productivity, in project management or management effectiveness?<\/li>\n<\/ul>\n<p>The way to use this model is not moving from Level 1\u2013Level 4 as it is often taught, but in the reverse order. As LinkedIn Learning Instructor Jeff Toister advises: \u201cStart at level four and identify the results you want to achieve, then work backward to level three to think about what participants need to do on the job to achieve those results, and so on. This will make it easier to connect the training to organizational goals.\u201d<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-205-2\" href=\"#footnote-205-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a> Toister\u2019s recommendation is echoed in an image that notes that by moving from Level 1\u2013Level 4, ROI is an afterthought; flipping the sequence puts the emphasis on the business results; that is ROI is designed in at the start.<a class=\"footnote\" title=\"Sales Leadership: Change Behaviours, Drive Results. Accessed July 18, 2019.\" id=\"return-footnote-205-3\" href=\"#footnote-205-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-1295\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/05221701\/KirkpatrickModel-1024x879.png\" alt=\"A diagram shows the four levels of the Kirkpatrick Method. The diagram is a triangle divided into four segments by three horizontal lines. The segments are titled the following from the bottom segment to the top segment; Level 1: Reaction, Level 2: Learning, Level 3: Behavior, Level 4: Results.\" width=\"550\" height=\"472\" \/><\/p>\n<p>In his \u201cThe Best Way to Use the Kirkpatrick Model\u201d blog post on the LinkedIn Learning Blog, Paul Petrone notes that there are other models\u2014all with their strengths and weaknesses\u2014but that \u201cit\u2019s not so much what model you choose, but instead how well you execute it.\u201d<a class=\"footnote\" title=\"Petrone, Paul. &quot;The Best Way to Use the Kirkpatrick Model.&quot; LinkedIn: The Learning Blog.\" id=\"return-footnote-205-4\" href=\"#footnote-205-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a><\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_d467e6c2-e76a-4cde-b101-af982c5c2d66\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/d467e6c2-e76a-4cde-b101-af982c5c2d66?iframe_resize_id=assessment_practice_id_d467e6c2-e76a-4cde-b101-af982c5c2d66\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-205\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Evaluating Training Effectiveness. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-205-1\">Petrone, Paul. \"<a href=\"https:\/\/learning.linkedin.com\/blog\/learning-thought-leadership\/the-best-way-to-use-the-kirkpatrick-model--the-most-common-way-t\" target=\"_blank\" rel=\"noopener\">The Best Way to Use the Kirkpatrick Model<\/a>.\" LinkedIn: The Learning Blog. May 26, 2017. Accessed July 18, 2019. <a href=\"#return-footnote-205-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-205-2\">Ibid. <a href=\"#return-footnote-205-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-205-3\"><a href=\"https:\/\/www.sales-leadership.co.uk\/return-on-investment\/kirkpatrick\/\" target=\"_blank\" rel=\"noopener\">Sales Leadership: Change Behaviours, Drive Results<\/a>. Accessed July 18, 2019. <a href=\"#return-footnote-205-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-205-4\">Petrone, Paul. \"The Best Way to Use the Kirkpatrick Model.\" LinkedIn: The Learning Blog. <a href=\"#return-footnote-205-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":9,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Evaluating Training Effectiveness\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"330215ca-eac8-4fe0-bccd-74794bfef008, bade01fc-3581-4f07-856c-112cbc45bdc7","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-205","chapter","type-chapter","status-publish","hentry"],"part":194,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/205","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":14,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/205\/revisions"}],"predecessor-version":[{"id":3357,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/205\/revisions\/3357"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/194"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/205\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=205"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=205"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=205"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=205"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}