{"id":41666,"date":"2023-04-06T16:20:32","date_gmt":"2023-04-06T13:20:32","guid":{"rendered":"https:\/\/redrockinternational.com\/training-evaluation-kirkpatrick-model\/"},"modified":"2024-12-24T14:40:26","modified_gmt":"2024-12-24T11:40:26","slug":"training-evaluation-kirkpatrick-model","status":"publish","type":"post","link":"https:\/\/redrockinternational.com\/en\/training-evaluation-kirkpatrick-model\/","title":{"rendered":"Training evaluation using the Kirkpatrick Model"},"content":{"rendered":"\t\t
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We\u2019re often asked the question: \u201cHow do you measure what has been achieved through your training?\u201d. This is an important query when it comes to the decision on whether to invest in training. Training evaluation is a fascinating topic when it comes to leadership and team development training<\/a><\/span>, as meaningful answers are often anything but easy!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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<\/span>Does learner satisfaction = development? <\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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My first experience of development training was as a participant on a Personal Effectiveness course when I was a pharmaceutical development scientist. The course was in a luxurious estate, the tutor had vast experience and a wide range of anecdotes from politicians, CEOs and celebrity clients. He held our attention with intriguing theories and philosophies. We loved soaking in his deep knowledge and storytelling showmanship.<\/p>

At the end of the three-day course, all those I spoke with had given full marks on the training evaluation \u2013 trainer knowledge, quality of materials, facilities, catering \u2013 all 10 out of 10.<\/p>

However, a couple of weeks later my line manager asked me about the training:<\/p>

\u201cWhat did you learn? What have you changed about the way you do your work?\u201d<\/em><\/p>

\u00a0<\/em>I was embarrassed to admit that while I could remember some of the many models taught, I hadn\u2019t made any significant changes to my work. While fascinating, it had been hard to connect the theories to the actual work I did. On Monday morning back in the lab, nothing changed. I wasn\u2019t alone. Speaking to colleagues, this seemed to be the case for everyone.<\/p>

How could it be that a prestigious training course rated as 10 out of 10 achieved almost no value in the workplace?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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<\/span>What is training attempting to achieve?<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Often evaluation falls at the first hurdle, because it is simply recording what is easy<\/strong> to measure, rather than what really matters<\/strong>. It is good to learn what participants thought of the catering, but not nearly as valuable as understanding how their performance was affected by the experience and the impact this has for the organisation.<\/p>

Kirkpatrick identified a hierarchical chain of training outcomes. To design training evaluation, one starts from the top and attempts to answer each question as specifically as possible:<\/p>