?? Measure what matters – a brief guide to the Kirkpatrick model
A popular quote attributed to Yogi Berra goes: “If you don’t know where you are going, you’ll end up someplace else”.??
It’s a good idea to measure what matters, especially in L&D.?
The Kirkpatrick model provides 4 levels of evaluation, with corresponding KPIs for each.?
Level 1 - Reaction:??
The goal of measuring in this stage is to get an idea of how satisfied your participants are with the training. You may be able to identify recurring trends or patterns such as if your learners are disengaged.??
KPIs: Participation rates, completion rates?
Level 2 – Learning:??
The goal at this stage is to make sure that your training has met its objectives and to make a note of the knowledge and skills that have been learned as a result of the training.?
KPIs: Acquired knowledge and skills?
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Level 3 – Behavior:??
At this stage, you would want to measure whether the training has impacted the employee’s behavior and also identify to what level behavior has been impacted.?
KPIs: Employee engagement, morale?
Level 4 – Results:??
This is the tip of the spear. At this level, you evaluate the effectiveness of the training program in driving real impact for your business.?
KPIs: Employee retention, increased sales, customer satisfaction?
Some L&D professionals have suggested a flipped Kirkpatrick model, where one begins with the desired impact and works backwards. For example, you may decide that customer satisfaction is the KPI that matters to you, so you decide on your other KPIs by keeping this as your north-star metric.?
Irrespective of how you approach it, the Kirkpatrick model gives a good starting point for measuring the impact of your training programs.?
At Techademy, we’ve introduced a 5D learner persona map to help you figure out what makes your workforce tick. With dimensions like curiosity quotient, retention rate, accuracy rate, and more, this map gives you everything you need to deploy effectively.?
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