training program

How can a company measure whether a training program will be useful or not?

The training programs are now developed in large numbers for the benefit of learners. But such programs do fail to deliver the expected results. It’s because the management has no understanding of the parameters of the employees’ improved performance after the training has been delivered. So, the aim of such training programs should be to improve the KPI’s of the employees. But the management also wants to focus on how much time does an employee take to complete his e-learning program. For example, an employee who completes the LMS training fast does not expend too much time away from work.

Hence establishing the right parameters of performance measurement is necessary because although the workers might have completed the course sooner than others, it does not mean they will apply concepts taught in training.

Hence, it’s better to use the Kirkpatrick model to decide whether the training program has led to an improvement in the worker’s performance.

In fact, this model can be used after the implementation of the training program to decide whether it will yield the intended results.

The 1st level of this model is Reaction which decides how the participants respond to training, whether they were happy with it, the second level Learning sees whether the participants understood anything taught in the training, so whether their skills really increased. Are they applying the increased skills to their work i.e. Behavior is the third level and after their improved performance whether the business will see an increase in profits, i.e. the last level Results.

Measurement at the Reaction level

So when a prototype of the training program, has been developed it can be shown to the employees. Their responses can be recorded on the smile sheet. So, depending on the face chosen by him, it can be gauged whether the learner was delighted by the program or not. Henceforth, if the learners’ response is not positive, the program will have to be developed from scratch. The training program needs to be evaluated at all stages of the Kirkpatrick model and once a negative response is received, its development has to be stopped.

Measurement at the Learning level

As far as the efficiency of the test for the second level of Learning is concerned, it has to be done through tests. These tests can be in verbal or written form, and the learners must take them before and after they have undergone the training. Hence, the companies must have two versions of these tests (pre-training and post-training).

When the verbal forms of tests are used, it can involve a lot of time and consistent scoring might not be there depending on who is the interviewer. The comparison of the results of such versions makes the company know how successful will be the training program in skill enhancement. Moreover, there should be a well-defined scoring report for consistent results.

Measurement at the Behavior level

As far as the third level of the Kirkpatrick model is concerned, it’s quite crucial to know whether the training program will be effective in changing the work performance of employees. For checking the efficacy of the program for this level, the learners have to be assessed three-six months after they have undergone training.

For the Learning and Development program, measuring the program’s effectiveness at this level is a bit difficult because it’s impossible to know when an employee will start using his newly imbibed knowledge. Hence, it’s important to observe the participants’ behavior sometime after the training has been imparted.

Measurement at the Results level

For senior individuals, in particular, yearly evaluations and regular arrangements of key business targets are essential in order to accurately evaluate business results that are because of the training program.

The individuals who are in senior management positions can be assessed for efficacy at this level. You can check whether the higher-level managers are able to meet their KPI’s and if so, is it after the delivery of the training programs. For lower-level employees, it’s significant to check whether there is an improvement in the quality of products and fewer pieces are getting rejected due to being defective.

So, this is how a company can measure whether a training program can be checked for its effectiveness through the Kirkpatrick model.





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