kirkpatrik model of Training & Development.pptx

Its a Krikpatrik Model of T & D

1. Kirkpatrick Levels of Training Evaluation

2. Donald Kirkpatrick Kirkpatrick developed a training evaluation in 1959. mo d el of A r guably the most w idely used approach. Simple, Flexible and Complete 4-level model.

3. Why Evaluate? Should the program be continued? How can the program be improved? H o w c an w e en s u r e r eg u l a t o r y compliance? H o w c an w e m a x i mi z e t r aini n g effectiveness? How can we be sure training is aligned with strategy? H o w c an w e dem o n s t r a t e t h e v a l u e of training?

4. The Four Levels of Evaluation Level I: Evaluate Reaction Level II: Evaluate Learning Level III: Evaluate Behavior Level IV: Evaluate Results Fifth level was recently “added” for return on investment (“ROI”) but this was not in Kirkpatrick’s original model

5. Relationship Between Levels p r edi c at ed upon E ach su b sequ e n t le v el is doing evaluation at lower level A Level 3 will be of marginal use, if a Level 2 evaluation is not conducted Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it?

6. Slide 6 Improve Learning Environment Improve Knowledge/Skill transfer Check Performance Environment Check Requirements, Systems and Processes Only by assessing each level can we yield actionable results Level 1 - Reaction Was the environment suitable for learning? Level 2 - Knowledge Did they learn anything Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it?

7. Types of Assessments Used at Each Level Level 2 - Knowledge Did they learn anything Level 1 - Reaction Was the environment suitable for learning? Level 3 - Behavior KSA being used on the job? Level 4 - Results Was it worth it? Type Form Summative Correlation of business results with other assessment results Summative Observation of Performance 360 Survey Diagnostic Sum m ati v e Se l f -a ss e ss ment Test Reaction Formative Survey Real-time Polling Quizzing

8. Reaction - What Is It? How favorably participants react to the training (“Customer satisfaction”) C o l lects r e a ctions to instructor, course, and learning environment Communicates to trainees that their feedback is valued Can provide quantitative information

9. Reaction - What It Looks Like Questionnaire - Most common collection tool Content Methods Media Trainer style Facilities Course materials

10. Reaction: Connection to Other Levels The Connection - Can ask trainees if they: Will use new skill(s) or information (Level II) Plan to change behavior (Level III) Expect improvements in results (Level IV) The Disconnection - Does not: Measure what was learned (Level II) Guarantee behavioral change (Level III) Quantify results from learning (Level IV)

11. Reaction - How to Perform D e t ermine w h a t y o u w a n t t o fi n d out Des i gn a f or m t o c ol l ect / q u a n ti f y reactions Do Immediately D e v e l o p a c c e p t able standards scoring Follow-up as appropriate.

12. Learning - What Is It? K n o wled g e Skills Attitudes

13. Learning - What It Looks Like Media used to measure learning: Text Voice Demonstration Methods used to measure learning: Interviews Surveys Tests (pre-/post-) Observations Combinations

14. Learning: Connection to Other Levels The Connection - People who learn can: Experience pride (Level I) Experiment with new behaviors (Level III) Achieve better results (Level IV) The Disconnection - It doesn’t ensure they: Liked training program (Level I) Will behave differently (Level III) Will get expected results (Level IV)

15. Learning - How to Perform Use a control group, if feasible Evaluate knowledge, skills, and/or attitudes before and after Get 100% participation or use statistical sample Follow-up as appropriate.

16. Behavior - What Is It? T r an s f er of kn o wled g e, skills , and / or attitude to the real world. Mea su r e ac hi e v e m e n t of performance objectives.

17. Behavior - What It Looks Like Observe performer, first-hand. Survey key people who observe performer. Use checklists, questionnaires, inter views, or combinations.

18. Behavior: Connection to Other Levels The Connection - Can determine: Deg r ee t o w h ich l e arning t r an s f e r s to the post-training environment (Level II) Th e Dis c onnectio n - C a nnot determine if: Participants like the training (Level I) Participants understand (Level II) Behaviors accomplish results (Level IV)

19. Behavior - How to Perform Evaluate before and after training Allow ample time before observing Survey key people Consider cost vs. benefits 100% participation or a sampling R epe at ed e v a l u a tions a t ap p r opri a t e intervals Use of a control group

20. Results - What Is It? Assesses “bottom line,” final results. Definition of “results” dependent upon the goal of the training program.

21. Results - What It Looks Like Depends upon objectives of training program Quantify Proof vs. Evidence Proof is concrete Evidence is soft

22. Results: Connection to Other Levels The Connection Positive Levels 1, 2, 3 evaluations results can provide positive Level 4 evidence. The Disconnection - Does not: Tell if participants liked training (Level I) Prove trainees understand (Level II) Prove use of preferred behaviors (Level III)

23. Results - How to Perform Use a control group All o w t i me f o r r esults realized t o be Mea su r e b e f o r e and a f t er the program Consider cost versus benefits Be s a ti s fie d with e v id e nc e when proof is not possible.

24. Summary of Tools to Purpose Level 1 Level 2 Level 3 Level 4 Continue program X X Improve program X X X Ensure compliance X Maximize training effectiveness X Align training with strategy X X Demonstrate training’s value X X X X

25. Evaluation Techniques Evaluation Levels Methods 1 Reaction 2 Learning 3 Behavior 4 Results Survey Questionnaire/Interview Focus Group Knowledge Test/Check Skills Observation Presentations Action Planning Action Learning Key Business HR Metrics

26. 26 Prepared by Manu Melwin Joy Research Scholar SMS, CUSAT, Kerala Phone – 9744551114 Mail – [email protected]