Concepts of evaluating and validating training
This is where Kirkpatrick's Four-Level Training Evaluation Model can help you objectively analyze the effectiveness and impact of your training, so that you can improve it in the future.
In this article, we'll look at each of the four levels of the Kirkpatrick model, and we'll examine how you can apply the model to evaluate training.
(These things could be changes in knowledge, skills, or attitudes.) It's often helpful to measure these areas both before and after training.
So, before training commences, test your trainees to determine their knowledge, skill levels, and attitudes.
If you deliver training for your team or your organization, then you probably know how important it is to measure its effectiveness.
After all, you don't want to spend time or money on training that doesn't provide a good return.
Reprinted with permission of Berrett-Koehler Publishers, Inc., San Francisco, CA. or questionnaires; however you can also watch trainees' body language during the training, and get verbal feedback by asking trainees directly about their experience.
It can be challenging to measure behavior effectively.This is a longer-term activity that should take place weeks or months after the initial training.Consider these questions: One of the best ways to measure behavior is to conduct observations and interviews over time.At this level, you evaluate how far your trainees have changed their behavior, based on the training they received.