Use the four levels of the Kirkpatrick model: the trainees' reaction, what they learned, their behavior at work, and results for the company. Before the program, choose the indicator you want to improve and measure it before and after, because impact shows in the work, not in an end-of-day form.
Step by step
- 1
Set the indicator first
Such as the error rate, customer service time or sales closing rate, and record its current value.
- 2
Level one: reaction
A short survey at the end of the program on how useful and relevant the content was and how the trainer performed.
- 3
Level two: learning
A test or practical exercise before and after the program that measures the knowledge and skill gained.
- 4
Level three: behavior
Some weeks after the program, the manager observes whether the employee applies what they learned, using a list of specific behaviors.
- 5
Level four: results
Compare the indicator you set before the program with its value after a reasonable period, allowing for other factors that may affect it.
- 6
Calculate the return when needed
Compare the value of the improvement with the full cost of the program, including the employees' time away from work.
Relying on a satisfaction form only tells you whether trainees enjoyed the day, not whether their performance changed. Without the manager's follow-up after the program, learning rarely turns into behavior.
- Kirkpatrick model for training evaluation
- how to measure training ROI