What Are The Latest Methods To Evaluate Training?

Modern training evaluation is a combination of the very old and the very new.

At the one end of the time continuum we have Kirkpatrick’s Four Levels of Training Evaluation first developed in 1959 which still sits at the heart of modern training evaluation.

While at the other end of the continuum we have bleeding-edge LMS technology, Tin Cap API, which promises to take training evaluation into the third dimension.

However, we should put our feet on the ground for a second and start by reviewing the modern Kirkpatrick based training evaluation systems.

Kirkpatrick outlined 4 levels of training evaluation which many of you may be familiar or have seen in one form or another on your travels:

  1. Reaction – what participants thought and felt about the training (Happy sheets)
  2. Learning – the resultant increase in knowledge
  3. Behaviour – resultant change in behaviour (measured 3-6 months after training)
  4. Results – final results, e.g. increased productivity, better customer service etc…

You’ll probably recognise these types of training evaluation and will have seen some or all of these training levels deployed in organisations you have worked with or been employed in.

However, training evaluation is rarely flawlessly executed, and anecdotal evidence suggests that most training evaluation, especially in SMES, does not get far beyond level 2.

In many organisations, a positive set of results from the training satisfaction survey, Level 1 Reaction, can be enough to secure a seal of approval from many of the key stakeholders in the training process, hence training evaluation momentum can stop here.

E-learning technology is making it possible to fully automate learning evaluation by incorporating assessments at the start and end of e-learning programmes to assess knowledge gain, meaning Level 2 evaluation should gain some real traction once e-learning becomes a more prominent feature in the corporate training mix.

E-learning’s ability to automate training evaluation may be one of its biggest selling points.

Perhaps the hardest stage of training evaluation are level 3 and 4.

An organisation needs to be extremely disciplined in order to be successfully carrying out level 3, learned behaviour evaluation, 3 or 6 months after the excitement about training has died down.

As a result, momentum can be lost here and it may be only the most disciplined organisations that get anywhere near level 4 evaluation.

However, Tin Can API, which is a new LMS technology platform, has now introduced an enhanced and highly automated level of learner tracking which can make level 3 and level 4 training evaluation far more practical and less resource intensive.

Tin Cap API enables you to link job performance data with training data to help you understand the impact that training is having on performance.

This kind of deep-level training evaluation is not possible in the current generation of SCORM based LMS, which is why in order to make more advanced training evaluation possible L&D practitioners need to migrate to TIN Can API based LMS.

Thanks again

Mairead

Sean McPheat | 

Chief Disruption Officer

www.skillshub.com


I give you permission to email me the above report, a weekly L&D tip and occasional exciting offers about Skillshub. I understand I can opt out at any time. *
See Privacy Policy

Tags: , ,

You might also be interested in…

21 Ways Virtual Reality Is Being Used For Training

The training world is rapidly changing thanks to the millennial generation. Their online presence has pushed aside traditional classroom style ...
Read More

5 Ways To Get Employees Excited about PDPs

Written by: Monika Bajaj  Let's face it, between high sales targets and looming deadlines, Personal Development Plans or PDPs often become the ...
Read More

7 Steps To Performance Potential & Avoid The Performance Paralysis Trap

Written by: Ashley Wickham  In 1960 McGregor stated ‘all we can do is set up certain conditions that will maximise the ...
Read More

10 Ways You Know You’re An L&D Manager

Working in an L&D role has its ups and downs. From limited training budgets and  expensive training providers to keeping ...
Read More

Top 12 Reasons Sales Superstars and Sales Managers Should Not Be Sales Trainers

This is a guest post written by Mark Allen Roberts. Mark is a public speaker, author of the book: Branding Backwards and ...
Read More

10 Essentials For An On-Boarding Programme

Written by: Garima Patet Successfully hiring the “right” candidate is only half the battle won. If you truly wish to ...
Read More

Get In Touch

Speak to an expert

02476 998 101

Prefer to keep it digital? Please complete our quick form below or email us at info@skillshub.com and we'll get back to you within 1 working hour

Name

Email

Phone Number

Enquiry