Training Evaluation

If you deliver training for your team or  organisation, 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

In social care  terms a good return should always be that the lives of people who use our services is improved;

And one or more of these:

The improvement  increases people’s independence,

Saves  the service money – e.g. reducing  duplication; reducing use of or dependence on the service

Improves staff competence and confidence

Improves quality of  service and therefore the  public reputation of the service

And you can probably add some further beneficial outcomes of your own.

Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin identifies four  levels of evaluation:

The four levels of Kirkpatrick’s evaluation model essentially measure:

  • reaction of learner – what they thought and felt about the training
  • learning – the resulting increase in knowledge or capability
  • behaviour – extent of behaviour and capability improvement and  the application to practice
  • results – the effects on the business or environment resulting from the learner’s  performance

A more detailed description can be found in  the document below.

When you use the Transfer of Learning form, you are evaluating the ‘behaviour’ level.