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.