Training Industry Magazine - March/April 2018 - 48

MEASURING
I M P A C T

TRAINING EVALUATION:
IT DOESN'T HAVE TO BE AS
FORMAL AS YOU THINK
BY JAMES D. KIRKPATRICK & WENDY KAYSER KIRKPATRICK

Kelly stared at the email she had
just received from the divisional vice
president. It said, "The top training
initiatives going forward will be
evaluated for effectiveness, with a report
being submitted at the conclusion of
each event."
"Great," Kelly muttered to herself. "How
am I going to do that? I don't even know
where to start!"
You may feel the same way Kelly does
when you are asked to evaluate your
own training programs. Here are some
simple ways to create an evaluation
plan, with tips for before, during and
after the program.
CREATE A SIMPLE EVALUATION PLAN
DURING THE DESIGN PROCESS
The easiest way to get started with
training evaluation is to view it as part
of your design process. When you think
about goals for the program, how it will
be structured and the specific content,
think also about what you would want

| 48

to confirm along the way and report at
the end. If possible, have a conversation
with stakeholders to find out what
information they will want to receive
at each of the four levels of training
evaluation. The following questions are
examples of what you might ask them.
Level 4 Results: What outcome do
you wish to see after this program?
What would make this program a
success in your eyes? Are there key
metrics that should be improved as a
result of this program?
Level 3 Behavior: What exactly do
you expect training graduates to do
on the job as a result of this program?
What would be considered "good
performance"? What support and
accountability resources are available
after training? What will we need to
do to ensure that training graduates
do what they are supposed to do after
training? (You might also ask trusted
line managers and supervisors these
same questions.)

Level 2 Learning: Do you want test
scores and/or other types of data related
to the learning that was accomplished
during the program?
Level 1 Reaction: To what degree
are you interested in knowing what
participants thought about the training
program itself?
In most cases, stakeholders will be most
interested in data from levels three
and four. Once you are clear on what
information they will want to have
reported to them, think about what
information is useful to you to ensure
that the program is of good quality.
These are typically items at levels two
and one. They do not require as much
of your time and attention, but there
are probably a few pieces of information
you will want to know and track. After
you have compiled the list of required
data, build the processes and tools to
collect it right along with the training
content itself.



Table of Contents for the Digital Edition of Training Industry Magazine - March/April 2018

http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20191112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20181112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180102
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170910
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170708
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170506
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170304
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112_se
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20161112
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016sales
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015outsourcing
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015leadership
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009winter
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008fall
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008summer
http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008spring
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