Training Assessment
Defining Training Efficacy
How do you
know that your training program is successful? Do people learn the
material? Can training efficacy and long-term results be measured?
Is the training program efficient, and does it produce a significant return
on investment? These questions form the basis of training assessment.
Intulogy
can work with your organization to implement the Kirkpatrick Levels of
Evaluation with your training program. We can incorporate action
items for each level to ensure measurable results for participant performance
and overall program success.
Kirkpatrick’s Levels of Evaluation
Level I: Training Reaction: At the end of the training program,
participants are asked to assess the value of the training they received.
Intulogy's training evaluation forms also ask participants to state specifically how they plan
to use the program material and the results they expect to achieve.
Level II: Learning: Intulogy assesses participant learning through testing, skill practices,
role-plays, simulations, group evaluations and other assessment tools.
In order to measure the program’s value, the participant testing results
are expressed as metrics that can be tracked and compared over time.
Level III: Behavior: After
completing the training program, participants should demonstrate a change
or improvement in on-the-job performance. Intulogy will work
with you to ensure that performance-based objectives and metrics have
been built into the training program.
Level IV: Business Results: At this level, the measurement focuses on the actual
business results achieved by program participants as they successfully
apply the program education. Intulogy will help you identify and
isolate metrics that can include output, quality, costs, time and customer
satisfaction. Measurement at this level will compare the program’s monetary
benefits with the program’s costs.
How Does Training Evaluation
Create Value?
The first
three levels of training assessment focus on the participants:
-
How do they initially respond
to the program?
-
Do they learn?
-
Do their behaviors change?
These assessment
levels can be used during training, at training completion, and
after return to the workplace. However, the
fourth level focuses on the training program’s return on investment
to the organization. Successful training programs offer clear
value to the participants and the organization as a whole. If participants see the value of the training, they will be receptive
to it, and they will apply the learning in their workplace. If your
organization can measure the value of training, your company’s bottom
line benefits.
