Formal models, established by experts in the field of workforce training, exist to evaluate an organization?s investment in training. These models may assist you in determining how well the training you are providing is benefiting your organization. Here are a couple of the better-known models of evaluating training:
In 1959 Donald Kirkpatrick delivered a way to formally evaluate an organization?s investment in learning. His four-level model has stood the test of time as the cornerstone approach for training-program evaluation.
- Reactions - What did the learners think of the training?
- Learning - What did learners learn during the learning experience?
- Behavior - What knowledge, skills, etc. did learners apply on the job?
- Results - What changes in results and productivity have been observed on the job?
For a list of published works by Kirkpatrick, click here
Jack Phillips, a world-renowned expert on measurement and evaluation, challenged Kirkpatrick?s 4-step model of evaluating training by claiming that it does not focus directly on the ROI issue. Phillips developed a model, based on Kirkpatrick?s, that added a fifth step in the evaluation.
- Reaction/Planned Action-What are participants? reactions to the program, and what do they plan to do with the material?
- Learning- What skills, knowledge, or attitudes have changed and by how much?
- Job Applications- Did the participants apply what they learned on the job?
- Business Results- Did the on-the-job application produce measurable results?
- Return on Investment- did the monetary value of the results exceed the cost for the program?
For additional information on these two models and other methods for evaluating training, click one of the following links: