TRAINING EVALUATION & FEEDBACK
Evaluating learning is a key component of any training program. We have included it followed by feedback because the two are closely related.
· Training must be evaluated in order to know whether the objectives have been met.
· Evaluation is essential to demonstrate that all the necessary training resources have been utilized appropriately.
· Trainees need to know that they will be able to transfer the learning back to their jobs effectively.
· A trainer needs to know if they have provided appropriate and meaningful experiences and material.
Deciding Evaluation Strategy
To decide on your evaluation strategy, we first ascertain the reasons for evaluation. Do we want statistical information to report back to the organization? Do we want to know how we could improve our program? Will we use it to decide what kind of further training is wanted by the participants? Do we simply want a feedback form because there is no testing requirement? Or are we looking for some kind of combination?
Four Levels
Many of our trainers use Donald Kirkpatrick’s four levels of evaluation:
· Reaction: The way trainees react to training
· Learning: Knowledge, skills, and attitudes (KSAs) that trainees gain from the training
· Behavior: How the new KSAs are applied on the job
· Results: The impact that the change in KSAs have on the organization
A very thorough evaluation may include all four levels, measuring reaction, learning, behavior, and results. The fastest and most common evaluations focus on level one (Reactions). To really get an idea of the value of training to lead to change in the organization, however, all four levels may be appropriate.
· Training must be evaluated in order to know whether the objectives have been met.
· Evaluation is essential to demonstrate that all the necessary training resources have been utilized appropriately.
· Trainees need to know that they will be able to transfer the learning back to their jobs effectively.
· A trainer needs to know if they have provided appropriate and meaningful experiences and material.
Deciding Evaluation Strategy
To decide on your evaluation strategy, we first ascertain the reasons for evaluation. Do we want statistical information to report back to the organization? Do we want to know how we could improve our program? Will we use it to decide what kind of further training is wanted by the participants? Do we simply want a feedback form because there is no testing requirement? Or are we looking for some kind of combination?
Four Levels
Many of our trainers use Donald Kirkpatrick’s four levels of evaluation:
· Reaction: The way trainees react to training
· Learning: Knowledge, skills, and attitudes (KSAs) that trainees gain from the training
· Behavior: How the new KSAs are applied on the job
· Results: The impact that the change in KSAs have on the organization
A very thorough evaluation may include all four levels, measuring reaction, learning, behavior, and results. The fastest and most common evaluations focus on level one (Reactions). To really get an idea of the value of training to lead to change in the organization, however, all four levels may be appropriate.