Level 3 of Kirkpatrick?s Levels of Evaluation Model is designed to measure the degree to which participants? behaviors change as a result of the training (i.e., whether the knowledge and skills resulting from the training can actually be applied on the job). This measurement might very well be the best reflection of whether training participants are actually able to demonstrate the performance objectives (Kirkpatrick, 1996). Level 3 evaluations most generally involve a measurement of the learner?s behavior prior to and after exposure to the training solution.
Level 4 of Kirkpatrick?s Levels of Evaluation Model seeks to determine if any tangible results of the training can be attributed to indicators such as improved quality, operational efficiencies, increased productivity and (ultimately) increased profitability. But such an indicator can be a challenge to quantify, as doing so involves a calculation of return on investment (ROI) of the training expenditures.
You are an instructional designer that has been charged with evaluating the efficacy of an employee training that was introduced more than a year ago. The training, which was created by a designer that has since left the organization, was intended to correct a performance gap that had been reported by supervisors from a division in your company. A substantial investment was made to create the training, and the management now wants to know if it is making a difference?has the reported performance gap been minimized by the training?
As you consider the types of evaluative data that might be collected following a formal training solution, what types of Level 3 and 4 measurements might you employ to address the question of the effectiveness of the training solution? More specifically,
What approaches to a Level 3 evaluation would you propose? How would the measures be administered, and what would you seek to gain from the measurements? As the instructional designer entrusted to evaluate the training solution, how would you ensure that this level of evaluation would return a reliable assessment of the learning solution?
The ability to determine measurable results and organizational impact resulting from participation on the training solution participation can be something of a challenge. How would you approach a Level 4 evaluation? What would the evaluation involved and what specific indices would you focus on in an evaluation?
What approach would you take to analyze the resulting data from a Level 3 and 4 evaluation?
This discussion addresses the following unit learning outcomes:
Create an example of a level 3 and 4 evaluation tool that is reflective of Kirkpatrick?s Model, and explain their role in the evaluation of a training solution.
Analyze the appropriateness of measurement approaches in relation to a training scenario.
Apply measurement tools to an evaluation project.