The Kirkpatrick Evaluation Model in a Nutshell

Summary

In this video, Neelie explains how to measure the return on investment (ROI) of employee training using the Kirkpatrick Model. This four-level model evaluates the effectiveness of training by assessing participants' reactions, learning, behavioral changes, and the overall business impact. Neelie outlines key performance indicators for each level and provides practical tips on how to gather and analyze data to ensure your training programs are delivering value. Whether you're a business owner or HR professional, this guide will help you quantify the success of your training initiatives and optimize future investments.

Takeaways

• 😀 Employee training is essential but costly, with US businesses spending $92.3 billion in 2021 alone.
• 😀 Training ROI is crucial to measure whether the investment in training is worthwhile.
• 😀 Training ROI can be measured using the Kirkpatrick Model of Training Evaluation.
• 😀 The Kirkpatrick Model has four levels: Reaction, Learning, Behavior, and Impact.
• 😀 Level 1 (Reaction) measures how participants respond to the training and their satisfaction.
• 😀 KPIs for Level 1 include participation rates, completion rates, and Net Promoter Scores (NPS).
• 😀 Level 2 (Learning) evaluates the knowledge and skills acquired by employees after training.
• 😀 KPIs for Level 2 include acquired knowledge, skill transfer, and performance improvements.
• 😀 Level 3 (Behavior) assesses how employees' behaviors change due to the training.
• 😀 KPIs for Level 3 include employee engagement, morale, and the application of learned skills.
• 😀 Level 4 (Impact) measures the training's effect on business outcomes such as employee retention, productivity, and customer satisfaction.

Q & A

What is training ROI?

Training ROI measures how much an organization gains from its investment in training. It evaluates the impact of training on employees' knowledge, skills, performance, and overall business results.

Why is it important to measure training ROI?

Measuring training ROI is important to make a case for spending money on training, ensure the investment is in the right training programs, prioritize impactful training, and quantify the value of the training.

What is the Kirkpatrick Model of Training Evaluation?

The Kirkpatrick Model is a four-level model used to evaluate the effectiveness of a training program. It measures reactions, learning, behavior, and impact to assess the success of training programs.

What does Level 1: Reaction measure in the Kirkpatrick Model?

Level 1: Reaction measures learners' reactions and satisfaction with the training. It helps identify participants' feelings about the training and areas for improvement. KPIs include participation rates, completion rates, and net promoter scores.

What types of questions can be used to measure reactions in Level 1?

To measure reactions, questions like 'On a scale of 1 to 10, how valuable did you find this training?' and 'How likely would you recommend this training program to a colleague?' can be used.

What does Level 2: Learning focus on?

Level 2: Learning focuses on assessing the knowledge and skills gained by employees during the training. It examines how well the training has translated into increased competency, which can be evaluated using assessments, peer reviews, and pre/post-training questionnaires.

What are the key performance indicators (KPIs) for Level 2: Learning?

The KPIs for Level 2 include acquired knowledge and/or skills and the transfer of training into daily performance. These can be measured by observing job performance and assessing any improvements or new skills.

What is evaluated in Level 3: Behavior?

Level 3: Behavior evaluates how the training has influenced employees' actions and behaviors on the job. KPIs include employee engagement and morale, which can be assessed through observations and pre/post-training reviews.

How can you measure behavior changes in employees after training?

Behavior changes can be measured through observations, reviews, and surveys asking questions like 'How have you applied what you learned in your job?' or 'Do you feel confident in teaching your new skills to others?'

What does Level 4: Impact measure?

Level 4: Impact focuses on measuring the overall business results of the training, such as increased employee retention, higher productivity, higher sales, and improved customer satisfaction.

How can you measure the impact of training on business results?

The impact of training can be measured using focus groups for customer satisfaction, interviews with managers to gauge productivity changes, and analyzing data on employee turnover and commercial performance.

How can the Kirkpatrick Model help prioritize training programs?

The Kirkpatrick Model helps prioritize training programs by evaluating their effectiveness across different levels. It allows organizations to focus on programs that show the highest impact on employee behavior and business outcomes.