1. The Kirkpatrick Taxonomy Model -

Kirkpatrick Taxonomy is one of the most widely used methods for evaluating the effectiveness of corporate training programs. Developed and designed by Don Kirkpatrick, the framework offers a comprehensive four-level strategy to evaluate the effectiveness of any training course or program. The four levels used in this are –

• Level 1: Reaction

This is the level where you gauge how the participants responded to the training given to them. To be able to identify if the conditions for learning were present, you can ask the participants to complete a short survey or feedback forms and gauge their reactions to training.

• Level 2: Learning

In the second stage, the idea is to understand what the participants learned from the training. In most cases, practical tests or short quizzes before and after the training are used to assess this.

• Level 3: Behavior

This is the stage that takes place a while after the training. In this stage, you try to assess whether the participants actually put what they learned into practice in their job roles. This can be done either by asking participants to complete self-assessments or by asking their supervisor to formally assess them.

• Level 4: Results

In the last stage, you need to evaluate whether the training met the stakeholders’ expectations by determining the return on the expectations, also known as ROE.

2. The Phillips ROI Model

Very similar to the Kirkpatrick model in approach, the Phillips ROI model has an extra step, which is to evaluate the program’s return on investment (ROI) by measuring the difference between training cost and training results. Here is the step by step procedure to calculate ROI as per this method –

• Collect the pre-training data

The first step here is to collect pre-program data as a baseline measure that allows you to compare metrics before and after training.

• Collect the post-training data

The next step is to collect post-training data through varied sources such as participants, organizational performance records, team/peer group, participants’ supervisors, and other internal/external groups.

• Isolate the effects of a training program

At this stage, determine whether results discovered are actually due to the training program. Identify all the key factors that might have contributed to the performance improvement

• Convert the data to monetary gains

Once you’ve isolated the effect of the program, you need to convert the data to monetary values and compare it to the overall program costs

• Calculate the Return on Investment

Use the formula below to calculate the return. In case the training results exceed the cost, it is an indication of a positive training ROI. Whereas if the cost of training is more than the results, enterprises need to change their approach.

3. Summative and Formative Evaluation

A thorough evaluation can give you the best insight into the drawbacks of your training. So, it is also important to know how to assess a training program both while it’s being developed (formative evaluation), and after it has been delivered. (summative evaluation) How to Conduct a Formative Evaluation? The steps to conduct a formative evaluation are –

• Reviewing the training materials with one or a group of trainees

• Using the material in a situation similar to that of an actual training program to see the impact of the material

• Holding group discussions with the trainees to gain feedback

• Assessing the material with managers and supervisors who oversee trainees

How to Conduct a Summative Evaluation? Some of the steps to conduct a summative evaluation are –

• Testing trainees on how well they grasped the information provided

• Asking trainees for their opinion about the training program after it has been delivered

• Measuring changes in production and quality of work that has been accomplished post-training

• Conducting surveys or interviews with each trainer to gain a better understanding of what they learned

4. Kaufman's Five Levels of Evaluation

Kaufman’s Levels of Learning Evaluation is one of the other popular types of training evaluation methods that build on or reacts to Kirkpatrick’s model. The levels and considerations of this method are as below –

• Input – Kind of resources and learning materials that training teams have at their disposal that they can use to support the learning experience.

• Process– Focuses on the delivery of the learning experience in terms of its acceptance and how people are responding to it.

• Micro-level results– Takes into account if the learner or the learning group acquired the knowledge and applied it to their respective jobs.

• Macro-level results– Takes into account if the performance improvements due to the learning and application of new skills in the workplace and what kind of benefits participants get from the learning on an organizational level.

• Mega level impact– Considers the kind of impact that the learning has on society or larger external stakeholder groups.

5. Anderson's Model of Learning Evaluation

Yet another favorite type of training evaluation method, the Anderson model, helps businesses to keep their business strategy a priority. There are three stages to the Anderson Model –

• Stage 1: Evaluating your current training programs against the business’ strategic priorities.

• Stage 2: The stage of measuring the contribution of training to strategic business results.

• Stage 3: At this stage, you find the most relevant approaches for your company and decide whether the ROI is worthwhile.

If you’re not satisfied with the results of ROI measurement in stage 3, it’s time to make improvements to your training programs.