Training Evaluation: Stages to Success

Training evaluation is a systematic process to analyze if training programs and initiatives are effective and efficient.Trainers and human resource professionals use training evaluation to assess if the employee training programs are aligned with the company’s goals and objectives.

This article will briefly explain the benefits of training evaluation, provide four points to an effective training evaluation derived from Kirkpatrick’s model, and offer some helpful resources to get started with an effective training evaluation.

The Need to Evaluate Training

Training evaluation basically helps with the discovery of training gaps and opportunities in training employees. Training evaluation collects information that can help determine improvements on training programs and help trainers decide if certain programs should be discontinued. The training evaluation process is essential to assess training effectiveness, help improve overall work quality, and boost employee morale and motivation by engaging them in the development of training programs.

The Four Points to an Effective Training Evaluation

The Kirkpatrick Four-Level Training Evaluation Model was designed to evaluate and examine training programs. It is used globally by businesses that aim to get ROI through cost effective and time efficient training sessions. Here’s our four points version derived from Kirkpatrick’s model:

1. Begin With An End in Mind

“What do we want to achieve at the end of this training session? Higher profit? Increase production? Decrease costs in production and operations? Improve quality and increase sales? Reduce employee turnover?” These questions are essential to determine which outcomes are most impacting for both employees and the business, and which gaps need to be addressed and prioritized. Having a clear vision of what you want to achieve at the end of the training helps you to plan, prepare and focus on key processes which can lead you to the right direction.

2. Trainee’s Feedback Matter

“What are the course’s strengths and weaknesses? What should the trainer do more of? What do the trainees hate the most?” Communication should be open in getting trainees’ feedback about the training sessions. Information gathered will help the training team reflect and do self-evaluation on what needs to be improved to be effective trainers. Ask employees about what they feel about the instructor, topic, materials and resources, training venue, presentation, and the overall training experience. Trainee feedback can help discover the gaps in the training and the changes needed in the methodology.

3. Measure Learning Takeaways

“What exactly did the trainees learn and not learn? Did the trainees achieve the course objectives?” It is best to have a list of specific learning goals for every training discussion that you can check at the end of the training. This helps you identify important topics that may be missing from the training. Measure their learning by using exercises, pop quizzes, recitation, and other mind activities.

4. Assess the Behavior

“What skills can the trainee learn and use on the job? How will the training affect the performance? Did the acquired knowledge carry over from the training room to real world application?” This step is one of the most challenging but rewarding outcome of a training program. Evaluate trainees’ behavior and observe if they applied what they learned to become more competent in performing their job.

Training evaluation is an important process in determining training effectiveness and in checking if training programs are indeed helping employees become good at what they do. Through strategic evaluation, businesses can find ways to improve the quality of training and achieve the learning goals set for employee success.

Digital Training Evaluation Forms: Powerful Tools

Using digital training evaluation forms can help trainers determine if the training programs are adequate to facilitate learning. iAuditor is the world’s most powerful cloud-based software app that you can use to: