At Mohawk College Enterprise, we pride ourselves on how our training programs help organizations grow, and how current and future leaders continue to develop their skills. A perfect example is our Future Ready Leadership program, designed to help people better themselves in their current role or take on their next role.
Current content and interactive delivery are key. Sounds simple enough, but in fact can be a challenge. One of the key ways to identify if you are designing and delivering a successful training program is by measuring the Return on Investment (ROI). Calculating ROI requires feedback from all involved. Kirkpatrick’s Four-Level Training Evaluation Model is a tool designed to provide feedback by examining learning effectiveness. Here is a short summary of the model for those not familiar with it.
Level 1 Reaction:
Participants first need to buy in to the value of training. They need to understand how the training relates to their job with a plan to transfer the knowledge to action once back on the job. Level 1 measures their reaction to the training; were they engaged? Did they actively participate? This can be accomplished by observing participants during sessions or through a satisfaction survey (smile sheet).
Level 2 Learning:
This measures how the training has helped develop skills, knowledge and build confidence. This can be done through interactive activities like role plays, assessments and action plans. It is helpful to develop and articulate learning objectives to see if you have achieved what you set out to do. Common questions asked in a Level 2 assessment include: Was the training relevant to your job? How will you apply what you have learned? Do you foresee any obstacles in applying the learning?
Level 3 Behaviour:
Measures application of what was learned and changes in behaviour otherwise referred to as the transfer of knowledge stage. This evaluation occurs on the job 3-6 months after training. Conduct interviews, observe behaviour at work and use coaching to assist in areas still requiring development.
Level 4 Results:
Evaluation of targeted outcomes and final results. The desired outcomes would have been established prior to training. Examples of desired outcomes are increased revenue, decreased turnover, less leaves of absence, improved customer service. Level 4 asks the question, what is the impact on the organization?
This chart shows you how MCE uses the model to evaluate our Future Ready Leadership program. (FRL)
