What's the best way to use training evaluation models?

1 Kirkpatrick's Four Levels

One of the most classic and influential training evaluation models is Kirkpatrick's four levels, which was developed by Donald Kirkpatrick in the 1950s and refined by him and his son James Kirkpatrick in the 2000s. This model evaluates training on four levels: reaction, learning, behavior, and results. Reaction refers to how the learners felt about the training, such as their satisfaction, engagement, and relevance. Learning refers to how much the learners acquired new knowledge, skills, or attitudes from the training. Behavior refers to how much the learners applied what they learned to their work performance. Results refer to how much the training contributed to the organizational goals, such as productivity, quality, or profitability. To use this model, you need to collect data from each level using various methods, such as surveys, tests, observations, or interviews, and analyze the data to determine the value and impact of the training.

2 Kirkpatrick-Phillips Five Levels

Another popular and widely used training evaluation model is the Kirkpatrick-Phillips five levels, which was developed by Jack Phillips in the 1990s and based on Kirkpatrick's four levels. This model adds a fifth level to the original model: return on investment (ROI). ROI refers to how much the benefits of the training outweigh the costs, expressed as a percentage or ratio. To use this model, you need to calculate the ROI of the training by following these steps: identify the costs of the training, such as materials, time, or travel; identify the benefits of the training, such as increased sales, reduced errors, or improved customer satisfaction; convert the benefits into monetary values using appropriate formulas or estimates; compare the benefits and costs to determine the net benefit; and divide the net benefit by the costs to get the ROI. This model can help you justify the investment in training and communicate its value to stakeholders.

3 CIPP Model

A more comprehensive and holistic training evaluation model is the CIPP model, which was developed by Daniel Stufflebeam in the 1960s and stands for context, input, process, and product. This model evaluates training not only on its outcomes, but also on its inputs and processes. Context refers to the needs, problems, or opportunities that the training aims to address, such as skill gaps, performance issues, or customer demands. Input refers to the resources, strategies, or methods that are used to design and deliver the training, such as content, instructors, or technology. Process refers to how the training is implemented and managed, such as planning, execution, or monitoring. Product refers to the outcomes and impacts of the training, such as learning, behavior, or results. To use this model, you need to collect and analyze data from each component using various methods, such as needs assessment, feedback, or evaluation, and use the data to guide decision-making and improvement.

4 Success Case Method

A more qualitative and narrative-based training evaluation model is the success case method, which was developed by Robert Brinkerhoff in the 1980s and based on his earlier work on high-impact learning. This model evaluates training by identifying and documenting the most and least successful cases of learners who participated in the training, and analyzing the factors that contributed to their success or failure. Success cases are those learners who achieved significant results or benefits from the training, such as improved performance, increased revenue, or solved problems. Failure cases are those learners who did not achieve any results or benefits from the training, or experienced negative consequences, such as wasted time, frustration, or conflict. To use this model, you need to conduct a survey of all the learners to identify the potential success and failure cases, and then conduct interviews with a sample of them to collect their stories and evidence. This model can help you understand the best practices and pitfalls of the training, and showcase its impact and value.

5 Tips for Using Training Evaluation Models

No matter which training evaluation model you select, there are several tips to help you use it effectively. You should align your evaluation model with your training goals and context, plan your evaluation before, during, and after the training, involve stakeholders in the evaluation process, analyze and report your evaluation data clearly and objectively, and use the data to improve your training. Make sure to choose a model that matches your purpose, audience, and resources and can answer your evaluation questions. Additionally, define your evaluation objectives, criteria, methods, and tools and collect data at different stages of the training cycle. Communicate with learners, managers, sponsors, and instructors about the expectations, benefits, and feedback of the evaluation and seek their input and support. Finally, use appropriate techniques and tools to analyze your data and present your findings and recommendations in a concise and compelling way.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?