Measuring Learning Effectiveness
Training Evaluations 101: Benefits, How To, Plus Examples You’ll Want To Use
Organizations globally are investing $400 billion annually in training. Naturally, if you invest so much...Read More
One of the biggest reasons that organizations cut training budgets, is because the track record of providing training solutions is not strong. It is really hard to convince your decision-makers that this time they should believe that the training will work. It’s the organizational equivalent of crying wolf: “I know it didn’t go so well the last dozen times, but I’m sure it will this time, trust me”. Who is going to believe you?
In the world of learning & development, this is what we refer to as evaluating the effectiveness of the learning intervention, or “did it work”. Ninety-nine percent of the world’s learning experts use the “Kirkpatrick Levels”:
Industry statistics frequently show that the majority of training departments do “level 1”, significantly fewer get to “level 2”, a small number shoot for “level 3” and almost none of them attempt “level 4”. Some organizations attempt the “level 4”, and think that they can skip level 2 & 3 altogether.
If this sounds like your organization, then you need to do some evaluation-rehab. You need to figure out if your training programs work! You need to make a link between what was trained and the business results and you need to be able to draw a clear and distinct line between them. So, how can you do that without dismantling your entire learning organization or creating the impression that your team isn’t effective?
Well, start with one program, and call it a “training review”.
It isn’t really all that hard, but it does take effort and maybe a little expertise, but can be well worth it in the end.
Check out these resources on training evaluation: https://www.trainingmag.com/msg/training/measurement.jsp,