Evaluating Training and Results

Written by Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Copyright 1997-2008.

Sections of This Topic Include:

Perspective on Evaluating Training
Basic Suggestions for Evaluating Training
Links to Additional Information

Evaluation includes getting ongoing feedback, e.g., from the learner, trainer and learner's supervisor, to improve the quality of the training and identify if the learner achieved the goals of the training.

---

Perspective on Evaluating Training

Evaluation is often looked at from four different levels (the "Kirkpatrick levels") listed below. Note that the farther down the list, the more valid the evaluation.

1. Reaction - What does the learner feel about the training?
2. Learning - What facts, knowledge, etc., did the learner gain?
3. Behaviors - What skills did the learner develop, that is, what new information is the learner using on the job?
4. Results or effectiveness - What results occurred, that is, did the learner apply the new skills to the necessary tasks in the organization and, if so, what results were achieved?

Although level 4, evaluating results and effectiveness, is the most desired result from training, it's usually the most difficult to accomplish. Evaluating effectiveness often involves the use of key performance measures -- measures you can see, e.g., faster and more reliable output from the machine after the operator has been trained, higher ratings on employees' job satisfaction questionnaires from the trained supervisor, etc. This is where following sound principles of performance management is of great benefit.

Basic Suggestions for Evaluating Training

Typically, evaluators look for validity, accuracy and reliability in their evaluations. However, these goals may require more time, people and money than the organization has. Evaluators are also looking for evaluation approaches that are practical and relevant.

Training and development activities can be evaluated before, during and after the activities. Consider the following very basic suggestions:

Before the Implementation Phase

• Will the selected training and development methods really result in the employee's learning the knowledge and skills needed to perform the task or carry out the role? Have other employee's used the methods and been successful?
• Consider applying the methods to a highly skilled employee. Ask the employee of their impressions of the methods.
• Do the methods conform to the employee's preferences and learning styles? Have the employee briefly review the methods, e.g., documentation, overheads, etc. Does the employee experience any difficulties understanding the methods?

During Implementation of Training

• Ask the employee how they're doing. Do they understand what's being said?
• Periodically conduct a short test, e.g., have the employee explain the main points of what was just described to him, e.g., in the lecture.
• Is the employee enthusiastically taking part in the activities? Is he or she coming late and leaving early. It's surprising how often learners will leave a course or workshop and immediately complain that it was a complete waste of their time. Ask the employee to rate the activities from 1 to 5, with 5 being the highest rating. If the employee gives a rating of anything less than 5, have the employee describe what could be done to get a 5.

After Completion of the Training

• Give him or her a test before and after the training and development, and compare the results?
• Interview him or her before and after, and compare results?
• Watch him or her perform the task or conduct the role?
• Assign an expert evaluator from inside or outside the organization to evaluate the learner's knowledge and skills?

Links to Additional Information

Table of Contents (teacher's handbook to training evaluation)
Evaluating Training
The Evaluation of Training
Measuring Training Effectiveness / Impact
Online multimedia evaluation tool
Ten Rules for Perfect Evaluations
Student Evaluation: A Teacher Handbook
Evaluating Training: There is no "Cookbook" Approach
Finding the Bottom-Line Payoff for Training
Stakeholder Approach to Evaluating Training

---

---

For the Category of Training and Development:

Related Library Topics

Recommended Books

Basics and General Information

Orienting and Training Employees

---

Basics and General Information

The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just hover your cursor over the image of the book. A "bubble" of information will be displayed. You can click on the title of the book in that bubble to get more information, too.

---

Orienting and Training Employees

The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just hover your cursor over the image of the book. A "bubble" of information will be displayed. You can click on the title of the book in that bubble to get more information, too.

---

Also See

Human Resources -- Recommended Books

---