Evaluating Training Programs

Evaluating Training Programs

Gart Sutton & Associates uses Dr. Donald Kirkpatrick's four levels of training measurement: reaction, learning, behavior, and results. Dr. Donald Kirkpatrick's devised a system of evaluation that has become the learning industry standard. His four levels follow:

Reaction

How do the learners feel about the learning experience?
What is their reaction to the entire program?
What are their plans about what to do with what they learned?

Evaluation Methods:

  • Written evaluation
  • Solicited oral summary statements at course conclusion
  • Telephone and email follow-up survey

Learning

What skills, knowledge, or attitudes have changed?
By how much?

Evaluation Methods:

  • Pre-testing comparisons to post-testing results
  • Module application exercise measurements
  • Role playing analysis

Behavior

Did learners apply what they learned on the job?
How did the learner's behavior change?

Evaluation Methods:

  • Training implementation testimonials
  • Questionnaires
  • Field force feedback
  • On-the-job assignments and self-study results
  • Round table group discussion
  • Final on-location consultation requirement fulfillment for certification

Results

Did the on-the-job application produce measurable results? Did the monetary value of the results exceed the cost of the program (ROI)?

Evaluation Methods:

  • Pre-accounting versus post-accounting comparisons
  • Penetration improvements
  • Individual consultation inspections, evaluation, and examinations
  • Compare operations with similarities (i.e., size, market, demographics, owner longevity, etc.)
  • Question learners about factors that led to improvement