5 Best Ways to Evaluate Training Effectiveness and Impact

 You’ve invested a lot of resources into employee training and development. And with that comes an expectation to measure its impact. After all, if you can’t measure it, you can’t improve it.

An effort to collect relevant information on the results of a training program is referred to as a training assessment. The ability to reflect, assess, and enhance the efficacy and performance of a training event is considered necessary.  Need not to mention that an effective training need analysis plays an important role to develop a result-oriented training program. 

The primary aim of any training programme assessment is to assess if the programme has met its specified objectives. There are a variety of training methods or training assessment approaches and techniques that businesses can use to assess and dramatically enhance the outcome of potential training.

 

1. The Kirkpatrick Taxonomy Model

The primary aim of any training programme assessment is to assess if the programme has met its specified objectives. There are a variety of training assessment approaches and techniques that businesses can use to assess and dramatically enhance the outcome of potential training.

2. The Phillips ROI Model

The Phillips ROI model, which is very similar to the Kirkpatrick model in approach, incorporates an extra method to calculate the program's return on investment (ROI) by calculating the difference between training cost and training performance.

When training outcomes are so good that they outweigh the cost, you've achieved a positive training ROI. You should give yourself a slap on the back and keep up the good work.

3. Kaufman’s Five Levels of Evaluation

Kirkpatrick's model is taken a step further by Kaufman's model, which is one of the training assessment approaches. This model is similar to Kirkpatrick's, but with a twist.

Step 1a is the biggest benefit of using Kaufman's Five Levels rather than Kirkpatrick's Four Levels. Return on investment (ROI) is measured by comparing the benefits of training against the money invested in training. And the best thing about ROI is that it can be a powerful tool for persuading business leaders to include more training opportunities.

4. Anderson’s Model of Learning Evaluation

This is one of the training managers' favourite training assessment strategies because it allows them to remain focused on their business plan. What happens when your preparation is matched with your strategic goals? Achievement!

An example is the simplest way to illustrate this technique. So, here we go.

Assume a private healthcare facility only has enough personnel and equipment to provide the same quality of treatment to 100 patients. Assume their training manager creates a programme to assist the marketing staff in gaining new patients.

If the training is successful and a significant number of new patients are admitted to the hospital, the company risks overcrowding. The increased volume may have a detrimental effect on the quality of treatment provided to patients, causing the facility's reputation to suffer.

5. Summative and Formative Evaluation

A detailed assessment will give you the clearest image of your training's weaknesses. As a consequence, it's important to consider how to evaluate a training programme both during implementation (formative evaluation) and after it's been delivered (summative evaluation)

How to Conduct a Formative Evaluation?

Following steps to need to follow when conducting the formative evaluation.

• Going over the teaching materials for one or more trainees
• To see the effect of the content, use it in a situation close to that of a real training programme.
• To obtain input, hold group discussions with the trainees.
• Examining the content with supervisors and administrators who supervise trainees