Table of Contents:
- Introduction
- Top 10 Strategies for Employee Training Evaluation
1. Kirkpatrick’s Levels of Evaluation
2. CIPP or Context, Input, Process, and Product Evaluation Model
3. Kaufman’s Evaluation Method
4. Summative vs. Formative Evaluation
5. Anderson’s Model of Evaluation
6. Feedback and Survey
7. Measuring Training Effectiveness While ‘Doing’
8. The Phillips ROI Model
9. The CIRO model
10. Visual Authentication of Training Effectiveness - In Conclusion
- Frequently Asked Questions (FAQs)
Introduction
The impact and effectiveness of training solutions signify how helpful a specific training module is in facilitating employee learning. In simpler words, the effectiveness of a training program measures the extent to which employee performance can improve by the content and design of training imparted.
When it comes to training effectiveness evaluation, there are several proven methods and strategies to do it. In this post, we will discuss a few strategies you can use for your employee training evaluation.
Top 10 Strategies for Employee Training Evaluation
1. Kirkpatrick’s Levels of Evaluation
Kirkpatrick’s model is one of the most preferred assessment models that can be used to evaluate both formal and informal training. This training evaluation tool works by analyzing the training against four main levels of criteria, which are
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- Reaction – i.e., to understand learner satisfaction
- Learning – i.e., to assess the understanding of a topic and skill development
- Behavior – i.e., to evaluate if employees are able to apply their learnings in day-to-day tasks
- Results – i.e., to check if the business objectives are fulfilled
2. CIPP or Context, Input, Process, and Product Evaluation Model
The CIPP or Stufflebeam model is another popular model for the evaluation of training. As the name suggests, the model assesses four different aspects of a training program, including context, input, process, and product, and helps to determine its efficacy in meeting business objectives.
The method focuses on:
- Context evaluation – the evaluation of overall goals or mission
- Input evaluation – the evaluation of plans and resources
- Process evaluation – the evaluation of activities or components
- Product evaluation – the evaluation of outcomes or objectives
3. Kaufman’s Evaluation Method
Kaufman’s model is mainly a response or reaction to Kirkpatrick’s model and takes it one level up. The model is built on the below parameters.
- Input – evaluation of resources is done
- Output – assesses delivery of instruction
- Acquisition – assesses if the learners retained the knowledge
- Application – assesses how well the learners utilize the skills and knowledge learned
- Organizational Payoffs – assesses the impact of learning in the organization.
4. Summative vs. Formative Evaluation
A formative assessment is a method of assessment that focuses on employee learning during or at the time of their training. It offers trainers real-time feedback so they can work on and improve learning outcomes.
Examples of formative assessment are games, quizzes, assessments, and instructor observation.
A summative evaluation, on the contrary, is a type of assessment that takes place after the completion of training.
Some examples of summative assessments are reports, presentations, tests, examinations, and projects highlighting the employee’s knowledge gained throughout their training.
5. Anderson’s Model of Evaluation
This is yet another preferred method or method for the evaluation of training. The three key stages of Anderson’s Model are mentioned below.
- Stage 1: This is the stage where the evaluation of the current training program takes place against the strategic priorities of the business.
- Stage 2: At this stage, trainers measure the contribution of the overall training program towards strategic business results.
- Stage 3: This stage aims to determine the relevant approaches to decide whether the ROI is worthwhile. If not, the training approach is changed.
6. Feedback and Survey
Considered to be the most basic forms of evaluating the impact and effectiveness of training solutions, feedback and surveys are crucial to determine the success of any training program.
The best approach is to gather real-time feedback from the learners to measure the effectiveness as well as the impact of the training and accordingly make required changes to the program.
Expert L&D professionals should curate the survey and feedback questions to collect valuable feedback on both company-wide and role-specific training imparted to the learners.
7. Measuring Training Effectiveness While ‘Doing’
Today, various new-age tools are available to measure the impact and effectiveness of training programs.
Among these are the microlearning platforms that empower you to collect the finer details on how your employees engage with the overall structure and content of the training while continuing to work at the same time.
This is also why an increasing number of companies are converting their traditionally designed training programs into microlearning-based bite-sized learning content.
8. The Phillips ROI Model
The Phillips ROI model is another popular training evaluation method that evaluates the return on investment (ROI) of a training solution. This model is quite similar to the scope and sequence of Kirkpatrick’s Model with an additional level which is the measuring of ROI.
Here is the procedure to calculate the ROI of a training solution as per this method.
- Pre-training data collection for comparing metrics before and after the training
- Post-training data collection from sources such as supervisors, performance charts, peer groups, etc
- Gauging training effects and factors contributing to performance improvement
- Converting data to monetary values
- Calculating return as ROI (%) = (Net Training Benefits/Total Training Cost) * 100
9. The CIRO model
The CIRO Model is a popular training evaluation method that evaluates the effectiveness of management training solutions. CIRO here is an acronym that stands for the following:
- Context – Primarily assesses the operational condition of the organization to be able to identify and evaluate the training needs and objectives
- Input – Analyzes available resources for determining the best possible training method to achieve respective training goals or objectives.
- Reaction – Takes feedback from training participants through evaluation forms to evaluate the reactions against learning
- Outcome – Evaluate training outcomes to overcome any training gaps
10. Visual Authentication of Training Effectiveness
The visual authentication of training effectiveness is an approach that measures the impact of training via visual confirmation of employees completing the tasks in real life.
The employees, in this method, upload images, audio, or images as proof of task completion, which helps managers gauge the success of training and customize future training sessions accordingly.
In Conclusion
Evaluation of training programs is an important aspect that helps companies cut costs and save a great deal of time, which they can use for other strategic priorities of the business.
If done using the right methods and training evaluation tools, this assessment method ensures that the training solutions designed can adequately fill the competency gaps within the organization.
In this post, we discussed the top 10 training evaluation methods you can use to check the effectiveness of your training solutions. Hurix Digital offers end-to-end digital content solutions along with a range of technology solutions to help you master your post-training evaluation strategies.
To learn more, contact us today.
Frequently Asked Questions (FAQs)
1. What is the difference between formative and summative evaluation in training?
A. Formative evaluation assesses learning during training and offers real-time feedback (e.g., quizzes), while summative evaluation occurs post-training and measures overall knowledge gained (e.g., tests or reports).
2. What is the significance of feedback and surveys in evaluating training effectiveness?
A. Feedback and surveys gather real-time learner input, crucial for measuring training success and making necessary program improvements.
3. How can micro-learning platforms help measure the impact of training while employees work?
A. Micro-learning platforms collect data on employee engagement with training content while they work, aiding in assessing training effectiveness.
4. Why is evaluating training programs important for businesses?
A. Evaluating training programs helps businesses save time and costs by ensuring that training solutions address competency gaps within the organization.
5. What are the benefits of using the right training evaluation methods and tools?
A. Using appropriate training evaluation methods and tools ensures that training solutions align with organizational goals and effectively fill competency gaps.
