Kirkpatrick's Four Levels of Training Evaluation
It is usually obvious which programs are the most organizationally important. They are large in scale and expensive, and the stakes are high if they are unsuccessful. They align most closely to corporate strategy and goals. Typical examples include onboarding, leadership development, new product launches, safety and security, and other major
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Alignment of what is learned during training with critical behaviors and the desired leading indicators is the key to creating training programs that deliver value to the organization.
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
Choose Meaningful Categories for Your Items
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
To determine what to assess, identify specific skills that informal learners might try to develop in a particular subject area and use them as the basis of assessment.
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
Complete the Three-Point Final Review
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
Required drivers are processes and systems that reinforce, monitor, encourage, and reward performance of critical behaviors on the job.
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
frequency and pattern of accessing the course • number of pages or modules accessed • assignments submitted • participation in online chats and discussions • rate of progress through the course • answers to polling questions.
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
Track use of various resources that might be employed for informal learning.
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
For soft-skills training or training that is advanced or complicated in nature, including a question or two about confidence and commitment in the post-program evaluation is wise.