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What are the tools and methods that you use to evaluate the effectiveness of your training project?

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Jeremy Sasser

Pharmacy professional advocating for advancement of pharmaceutical practice and improving therapeutic outcomes.
Connie Hazendonk

?? Top Voice | Experienced Salesforce Trainer | Transforming Businesses with Impactful End User Training
BIJAY KUMAR SHARMA

Former Indian Police Service (IPS) Officer

1 Kirkpatrick's model

One of the most widely used frameworks for evaluating training is Kirkpatrick's model, which consists of four levels: reaction, learning, behavior, and results. Reaction measures how the participants felt about the training, learning measures how much they acquired new knowledge or skills, behavior measures how they applied what they learned in their work, and results measure how the training impacted the organization's goals. To use this model, you need to define the indicators and methods for each level, such as surveys, tests, observations, or data analysis.

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Lakeisha White-Davis, LPC, NCC

Licensed Professional Counselor
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In my opinion, I feel that the best way to measure the effectiveness of your trainings are evaluations. I use the Kirkpatrick”a Model to create my own evaluations. I design questions that target all four areas mentioned in this model and I include a section that asks the participants to list trainings they would like to receive in the future. Now, I have their buy in and l look for the next evaluations to say whether I met their expectations or there are still more improvements needed to make the training more effective. This also gives me insight into the different learning styles that attend my trainings and how to create content that can meet those individual needs collectively.

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2 Brinkerhoff's success case method

Another approach for evaluating training is Brinkerhoff's success case method, which focuses on finding and analyzing the best and worst examples of how the training was used in practice. This method involves interviewing a representative sample of participants and asking them to describe how they applied the training, what benefits or challenges they experienced, and what factors influenced their success or failure. The success case method helps you to identify the strengths and weaknesses of your training, as well as the factors that enable or hinder its transfer and impact.

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3 ADDIE model

The ADDIE model is a systematic process for designing, developing, implementing, and evaluating training. The acronym stands for analysis, design, development, implementation, and evaluation. The analysis phase involves identifying the needs, goals, and audience of the training, the design phase involves planning the content, methods, and materials of the training, the development phase involves creating and testing the training materials, the implementation phase involves delivering and facilitating the training, and the evaluation phase involves assessing the effectiveness and quality of the training. The ADDIE model helps you to follow a structured and iterative process for creating and improving your training project.

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4 Feedback loops

Feedback loops are mechanisms that allow you to collect and use information from your participants, stakeholders, and trainers to improve your training project. Feedback loops can be formal or informal, quantitative or qualitative, and can occur before, during, or after the training. Some examples of feedback loops are pre-training surveys, post-training evaluations, focus groups, interviews, coaching sessions, or online forums. Feedback loops help you to understand the expectations, experiences, and outcomes of your training project, as well as to identify and address any gaps or issues.

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Connie Hazendonk

?? Top Voice | Experienced Salesforce Trainer | Transforming Businesses with Impactful End User Training
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Feedback is crucial for training. I make sure that where possible there is a post training survey, immediate done at the end of training session. In general people are generous towards the trainer, so your questions need to revolve around the content of the training. Did attendees understand what they were taught? Feedback needs to be quick and easily accessible so attendees are willing to give it. Don't make it too complex or long.

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Marc W. Halpert

LinkedIn? laureate; 1:1 coach, group trainer, author, speaker, strategic marketing consultant, over 14+ years. I help serious professionals tell WHY they do what they do, making them "amazing-er" than their competitors!
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My best feedback loop is to sit with each training participant 1:1 2 weeks after my training. They are told by their boss to do the homework I assigned in my training 2 weeks earlier and they schedule with me for their deliverable: proof of what they learned and performed. This keeps them accountable to demonstrate what they learned and implemented. It really works! The overall results are then shared with the manager(s) who hired me.

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5 Learning analytics

Learning analytics are the methods and tools that enable you to measure, analyze, and report on the data generated by your training project. Learning analytics can help you to track and visualize the participation, progress, performance, and satisfaction of your participants, as well as to measure the return on investment, impact, and value of your training project. Some examples of learning analytics are dashboards, reports, charts, or graphs that display metrics such as completion rates, scores, time spent, feedback ratings, or business indicators.

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6 Action research

Action research is a collaborative and reflective process that involves identifying a problem or question related to your training project, planning and implementing an action or intervention to address it, observing and evaluating the results, and modifying or repeating the action based on the findings. Action research helps you to engage your participants, stakeholders, and trainers in a continuous cycle of inquiry, learning, and improvement, as well as to generate practical and relevant knowledge for your training project.

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7 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?

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What are the tools and methods that you use to evaluate the effectiveness of your training project?

1

2

3

4

5

6

7

1 Kirkpatrick's model

2 Brinkerhoff's success case method

3 ADDIE model

4 Feedback loops

5 Learning analytics

6 Action research

7 Here’s what else to consider

Training

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What are the tools and methods that you use to evaluate the effectiveness of your training project?

1

2

3

4

5

6

7

1 Kirkpatrick's model

2 Brinkerhoff's success case method

3 ADDIE model

4 Feedback loops

5 Learning analytics

6 Action research

7 Here’s what else to consider

Training

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