Our review process is based on the Kirkpatrick model, which evaluates the effectiveness of training across four distinct levels:3
Level 1: Reaction
Evaluates how participants respond to the training:
- Satisfaction: How did they feel about the program they attended; the instructor, topic, material, presentation, venue?
- Engagement: Were they actively involved in and contribute to the learning experience? What was the most memorable and invaluable exercise of the day? What could be done differently?
- Relevance: Will they have the opportunity to use or apply what they learned at work? What was the most relevant?
It’s at this level – Level 1 – that the smiley sheets are invaluable. It’s immediate feedback that enables us implement any necessary amendments to content or delivery as quickly as possible. Plus, it also provides initial feedback on the programme to its sponsors.
Level 2: Learning
Did the participants acquire the intended knowledge, skills, attitude, confidence and commitment from the training?
If we’re working with you on a SETA skills plan, assessment of learning is through the post-training summertime assessment – the perfect way to evaluate learning and implementation in the workplace.
If we’re running a standard training programme – without credits leading to a qualification – we’ll include learning assessments as part of the workshop plan.
Level 3: Behaviour
Have the participants’ behaviours changed as a result of the training? Are the knowledge and skills being applied in the workplace?
Assessment should be against the specific leadership skills and behaviors needed to successfully execute the company’s strategy, together with the specific outcomes identified during our understand stage at the beginning of the programme.
360 feedback is essential at this stage, and ongoing behavioral assessment should be included as part of the annual performance review process. There’s also YourBrand™ modules to develop performance review capabilities and to identify your brand-specific leadership competencies, if these are not already in place.
Level 4: Results
Has the training positively impacted the organisation?
A formal review of the outcomes vs the objectives agreed at the start of the programme, together with analysis of the effect on the bottom line – calculation of return on investment. Most companies fail at this stage as they’re unsure of what and how to measure the effect of training effectively.