Evaluating training is essential to measure its effectiveness, impact, and return on investment. But how do you know if your training evaluation methods are appropriate, reliable, and valid? In this article, you will learn about the four levels of training evaluation, the benefits and challenges of each level, and some practical tips to apply them in your train the trainer context.
The first level of training evaluation is to assess how the participants reacted to the training. This level focuses on the satisfaction, engagement, and relevance of the training. You can use various methods to collect feedback from the participants, such as surveys, questionnaires, polls, or interviews. The main benefit of this level is that it helps you identify the strengths and weaknesses of your training design, delivery, and content. The main challenge of this level is that it does not measure the actual learning outcomes or behavior change.
The initial level of assessing a training program lies in evaluating the participants' responses. Did the participants find the training and trainer enjoyable or not? What were the participants' perceptions of the training environment? Did the participants perceive the training as beneficial? Did they feel at ease? Did they feel they were granted sufficient opportunities for involvement? Reactions can be obtained verbally during the workshop and immediately afterwards Impression surveys can be seeked immediately post-workshop, including the usage of 'mood sheets' Collecting feedback regarding participants' impression is relatively straightforward and can be easily measured.
This level is often referred to as a Formative Assessment. It helps to strengthen and improve the learning as the course progresses. It is a great opportunity to build a relationship with the learner and ensure engagement. It is recommended when the subject of study has an inherent complexity or when individualized instruction is needed to ensure the learning outcomes.
The second level of training evaluation is to measure how much the participants learned from the training. This level focuses on the knowledge, skills, and attitudes that the participants acquired or improved. You can use various methods to test the participants' learning, such as quizzes, exams, assignments, or simulations. The main benefit of this level is that it helps you evaluate the quality and effectiveness of your training objectives, methods, and materials. The main challenge of this level is that it does not measure the transfer or application of learning to the workplace.
This level is also referred to as Summative Assessment. It’s a great tool for assessing the application of specific content and the cumulative understanding of the learning course.
The third level of training evaluation is to observe how the participants applied what they learned from the training to their work performance. This level focuses on the changes in behavior, actions, and results that the participants demonstrated after the training. You can use various methods to monitor the participants' behavior, such as observation, feedback, performance reviews, or metrics. The main benefit of this level is that it helps you assess the impact and value of your training on the participants' job performance and productivity. The main challenge of this level is that it requires a longer time frame and more resources to collect and analyze data.
The fourth level of training evaluation is to analyze how the training contributed to the organizational goals and outcomes. This level focuses on the return on investment, cost-benefit analysis, and business impact of the training. You can use various methods to calculate the results of the training, such as financial statements, reports, surveys, or interviews. The main benefit of this level is that it helps you justify and communicate the strategic importance and relevance of your training to the stakeholders and decision-makers. The main challenge of this level is that it is difficult to isolate and attribute the results to the training alone.
Conducting effective training evaluation requires planning, aligning your evaluation methods with objectives, and leveraging qualitative and quantitative data. To apply the four levels of training evaluation in a train the trainer context, you should first define your evaluation purpose and criteria before designing and delivering the training. Utilizing the Kirkpatrick model as a framework to guide the process is recommended, as it is widely used and recognized. Additionally, feedback from multiple sources should be collected, such as from participants, managers, peers, and yourself. Finally, don’t forget to analyze and act on your evaluation results; use it to improve your training design, delivery, and content. Sharing it with participants, clients, and colleagues will also demonstrate your value and credibility as a trainer.
Always begin an evaluation project with the end on mind. Ask questions like: “What are the results I’m trying to achieve?” “Did I meet the goals set on my analysis phase?” “Did my students meet the learning objectives?” “Did the activities, instruction, and learning experience work as expected?” And most importantly, ask how are you going to effectively measure success.
Another thing to consider is informal evaluation alongside the formal evaluations such as the Kirk Patrick models. Informal evaluations can include asking participants in real time after the training has ended or observing their application of skills in real-world scenarios. This can also provide you with insights into the learner’s experience and can help you identify areas for improvement that may not be captured through formal methods of evaluation.
Another thing to consider is the student's ability to learn. People learn at different rates,and their ability to absorb new skills may vary. I always evaluate a student's ability with written and practical training,and give them follow up advice and extra training if they need it.