{"id":5481,"date":"2019-11-13T13:29:12","date_gmt":"2019-11-13T11:29:12","guid":{"rendered":"http:\/\/www.talentlms.com\/blog\/?p=5481"},"modified":"2026-02-25T13:42:50","modified_gmt":"2026-02-25T11:42:50","slug":"evaluate-employee-training-program","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/evaluate-employee-training-program\/","title":{"rendered":"Training Evaluation Methods: A comprehensive guide to techniques &#038; tools"},"content":{"rendered":"<p>Imagine a bustling, sun-drenched coffee shop. Lisa, a dedicated HR manager, anxiously flips through a stack of training program reports. She\u2019s sipping her coffee not for pleasure, but to calm her racing thoughts. How can she effectively prove the investment of time and resources in <strong><a href=\"https:\/\/www.talentlms.com\/blog\/successful-employee-training-and-development-programs\/\" target=\"_blank\" rel=\"noopener\">employee training and development<\/a><\/strong> was worthwhile?<\/p>\n<p>If you can\u2019t measure it, you can\u2019t improve it. Lisa knows this, and that\u2019s why she\u2019s on a mission. She\u2019s like a detective searching for clues. Determined to unlock the mysteries of a training program assessment. And just like Lisa, all HR managers are on a relentless quest for answers.<\/p>\n<p>This is why we\u2019ve put together this guide to employee training evaluation methods. It\u2019s a go-to resource for evaluating training programs. Plus, a way to understand what\u2019s making training efforts shine and what\u2019s holding them back and improve it.<\/p>\n<p>Let\u2019s uncover the secrets of <strong>what\u2019s making training programs successful, what\u2019s not, and why.<\/strong> Get ready to explore the practical topics ahead and transform your organization by measuring training effectiveness, like:<\/p>\n<ul>\n<li><a href=\"#Select_the_right_training_evaluation_techniques\">Select the appropriate training evaluation technique<\/a><\/li>\n<li><a href=\"#Determine_what_you_ll_measure_when_evaluating_your_employee_training_program\">Determine what you\u2019ll measure<\/a><\/li>\n<li><a href=\"#choose_the_right_training_evaluation_tools\">How to choose the right training evaluation tools<\/a><\/li>\n<\/ul>\n<h2 id=\"Select_the_right_training_evaluation_techniques\">Select the right training evaluation techniques<\/h2>\n<p>When it comes to the evaluation of training programs, it\u2019s best to start at the beginning. So before you decide what to measure, or how to measure it, choose the evaluation technique that\u2019s most helpful for your needs.<\/p>\n<p>Not sure which training evaluation techniques are on the menu? Here are some of the most popular methods used today.<\/p>\n<h2>What are the training evaluation methods?<\/h2>\n<p>There\u2019s a long (and we mean long!) list of <strong>training evaluation techniques<\/strong> to choose from, and this can be overwhelming. But there are five techniques that are most often trusted by companies today. Some of these techniques are referred to as models, or training evaluation methods, and we\u2019ll use these terms interchangeably.<\/p>\n<ul>\n<li><a href=\"#kirkpatrick's_four_level_training_evaluation_model\">Kirkpatrick&#8217;s four-level training evaluation model<\/a><\/li>\n<li><a href=\"#The_Phillips_ROI_model\">The Phillips ROI model<\/a><\/li>\n<li><a href=\"#Kaufmans_five_levels_of_evaluation\">Kaufman&#8217;s five levels of evaluation<\/a><\/li>\n<li><a href=\"#Andersons_model_of_learning_evaluation\">Anderson\u2019s model of learning evaluation<\/a><\/li>\n<li><a href=\"#Summative_vs_Formative_evaluation\">Summative vs Formative evaluation<\/a><\/li>\n<li><a href=\"#cipp_model\">CIPP Model (Context, Input, Process, Product)<\/a><\/li>\n<li><a href=\"#qualitative_data_analysis\">Qualitative Data Analysis<\/a><\/li>\n<\/ul>\n<h3 id=\"kirkpatrick's_four_level_training_evaluation_model\">#1 Kirkpatrick&#8217;s four-level training evaluation model<\/h3>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-14172 size-full\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model.png\" alt=\"Mastering training evaluation methods: A comprehensive guide to techniques &amp; tools\" width=\"1200\" height=\"628\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model.png 1200w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model-300x157.png 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model-768x402.png 768w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model-1024x536.png 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model-810x424.png 810w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model-1140x597.png 1140w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kirkpatricks-model-375x195.png 375w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<p>This method of evaluating training programs might be one of the oldest, but it\u2019s still one of the most well-loved. Why? Because it <strong>breaks the training evaluation process down into 4 simple levels<\/strong>\u2014or rather, steps. Here\u2019s how it works:<\/p>\n<ul>\n<li><strong>Step 1:<\/strong> Evaluate learners\u2019 reactions to training. This is commonly measured after training. Ask learners to complete a survey about their overall satisfaction with the learning experience.<\/li>\n<li><strong>Step 2:<\/strong> Measure what was learned during training. Use assessments to measure how much knowledge and skills have changed from before to after training.<\/li>\n<li><strong>Step 3:<\/strong> Assess whether or not (and how much) behavior has changed as a result of training. The best way to measure behavior change is through workplace observations and comparing 360-degree reviews from pre- and post-training.<\/li>\n<li><strong>Step 4:<\/strong> The final and most important step is to evaluate the impact of your employee training program on business results. Here, it\u2019s common to measure results like productivity, quality, efficiency, and customer satisfaction ratings.<\/li>\n<\/ul>\n<p>In modern times, professionals have suggested that this process should actually be reversed. After all, step 4 is the most important one. If you agree with this approach, start by identifying the results you want to achieve, and work backward from there.<\/p>\n<p>Whichever direction you choose to apply the steps toward, the eLearning industry has come to rely on Kirkpatrick\u2019s model for good reason. Its logical, staged approach is easy to apply for measuring training effectiveness, and once the evaluation is complete, you\u2019ll have a deep and wide understanding of employee learning during training.<\/p>\n<hr \/>\n<p style=\"text-align: center;\"><span style=\"color: #000000;\"><strong> Looking for an eLearning platform to evaluate employee training?<br \/>\n<\/strong> Create training assessments and surveys with TalentLMS.<\/span><br \/>\n<span style=\"color: #000000;\">The training platform that users consistently rank #1.<\/span><a href=\"https:\/\/www.talentlms.com\/create\/aff:blog\" target=\"_blank\" rel=\"noopener noreferrer\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10550\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2018\/06\/CTA.png\" alt=\"Create my TalentLMS forever-free account\" width=\"291\" height=\"70\" \/><\/a><\/p>\n<hr \/>\n<h3 id=\"The_Phillips_ROI_model\">#2 The Phillips ROI model<\/h3>\n<p>This model is the same as Kirkpatrick\u2019s (see technique above), but with an extra step. The fifth step of the Phillips ROI model is to evaluate the program\u2019s Return On Investment (ROI). To do this, you need to <strong>measure the difference between your training cost and training results.<\/strong><\/p>\n<p>When the results of training are so great that they exceed the cost, then you\u2019ve achieved a positive <a href=\"https:\/\/www.talentlms.com\/blog\/measure-training-roi\/\"><strong>training ROI<\/strong><\/a>. You can pat yourself on the back and continue the great work.<\/p>\n<p>When the cost of training is larger than the results, something needs to change. But what?<\/p>\n<p>The amazing thing about using methods like the Phillips ROI model is that <strong>it\u2019s easy to spot the areas that need improvement.<\/strong> Let\u2019s look at an example:<\/p>\n<p>Imagine that you measure positive results at steps 1 and 2 of the evaluation process, but not at steps 3 and up. This tells you that learners enjoyed the training experience (step 1), and that they demonstrated new knowledge and skills when they were tested after training (step 2). However, when it came to changing their behavior in the workplace (step 3), something went wrong.<\/p>\n<p>You might do some investigation and discover after your training evaluation that managers aren\u2019t encouraging employees to practice their new skills on the job. Maybe they\u2019re even discouraging it. Once you fix that broken link in the chain by getting managers to support training, your ROI improves.<\/p>\n<h3 id=\"Kaufmans_five_levels_of_evaluation\">Kaufman&#8217;s five levels of evaluation<\/h3>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-14173 size-full\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model.png\" alt=\"Mastering training evaluation methods: A comprehensive guide to techniques &amp; tools\" width=\"1200\" height=\"314\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model.png 1200w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model-300x79.png 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model-768x201.png 768w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model-1024x268.png 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model-810x212.png 810w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2016\/08\/kaufmans-model-1140x298.png 1140w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<p>Kaufman\u2019s model is another one of the training evaluation methods that takes Kirkpatrick\u2019s approach a step further. You can think of this model as Kirkpatrick\u2019s, but with a twist. This is what it looks like in practice:<\/p>\n<ul>\n<li><strong>Step 1a:<\/strong> Measure the resources that were invested into your training program, like time and costs in developing materials.<\/li>\n<li><strong>Step 1b:<\/strong> Evaluate learners\u2019 reaction to the training process. (This step is similar to the first step in Kirkpatrick\u2019s model.)<\/li>\n<li><strong>Step 2:<\/strong> Assess whether or not the training objectives for individual learners or small teams were met. For example, did they learn new skills? The focus here is on individual (or micro) benefits of training.<\/li>\n<li><strong>Step 3:<\/strong> Measure the practical impact of the benefits in Step 2. For example, are employees applying their new skills on their job? This is similar to Kirkpatrick\u2019s third step.<\/li>\n<li><strong>Step 4:<\/strong> Measure the greater (or macro) benefits for the business, like increased profitability or reduced costs. Think of this as step 4 of Kirkpatrick\u2019s model.<\/li>\n<li><strong>Step 5:<\/strong> Evaluate the effectiveness of your employee training program in relation to societal benefits. For example, how did training improve your company\u2019s ability to add value to its clients or society as a whole?<\/li>\n<\/ul>\n<p>The main advantage of using Kaufman\u2019s Five Levels, rather than Kirkpatrick\u2019s Four Levels, is Step 1a. Evaluating the benefits of training against the resources invested in training gives you ROI. And the great thing about ROI is that it can be a very persuasive tool when requesting more training resources from company leaders.<\/p>\n<p>This model could be difficult to apply in reality, particularly when it comes to step 5. If you\u2019re wondering how to evaluate a training program in a way that\u2019s more focused on your business strategy than society as a whole, this next one\u2019s for you.<\/p>\n<h3 id=\"Andersons_model_of_learning_evaluation\">#3 Anderson\u2019s model of learning evaluation<\/h3>\n<p>This is one of the training managers\u2019 favorite training evaluation methods for training, because it helps them <strong>keep their business strategy a priority.<\/strong> And what happens when your training directly supports your strategic priorities? Success!<\/p>\n<p>The easiest way to explain this technique is with an example.<\/p>\n<p>Imagine that a private healthcare facility only has enough staff and equipment to treat 100 patients with the level of care they promise. Now, suppose that their training manager develops a program to help the marketing team win new patients.<\/p>\n<p>If the training is effective, and many new patients are admitted to the facility, the business is at risk of taking on too many patients. The increased volume might have a negative impact on the level of care patients receive, which could damage the facility\u2019s reputation.<\/p>\n<p>On the other hand, a training program that gives nurses the knowledge and skills to avoid waste, and thus reduce costs, would benefit the business. So, quite simply, this model ensures that training is delivered (and evaluated) where it\u2019s needed the most.<\/p>\n<p>If you\u2019re interested in this technique, then follow the three stages of Anderson\u2019s Model:<\/p>\n<ul>\n<li><strong>Stage 1:<\/strong> Evaluate your current training programs against the business\u2019 strategic priorities. If we return to the healthcare facility example above, we\u2019d realize that there is a misalignment between the training program that aims to increase patients, and the strategic priority to deliver high-quality care for patients.<\/li>\n<li><strong>Stage 2:<\/strong> Measure the contribution of training to strategic results. For example, a training program that helps nurses reduce waste could be measured by the percentage of decrease in material costs at the healthcare facility.<\/li>\n<li><strong>Stage 3:<\/strong> Find the most relevant approaches for your company. Here\u2019s where you decide whether the ROI is worthwhile. This final step will depend on your company\u2019s approach. For example, you might compare the contribution you measured in stage 2 to\u202fthe resources that were invested in training. Or, you might ask whether the percentage of decrease in costs was big enough: did it meet your expectations?<\/li>\n<\/ul>\n<p>If you\u2019re not satisfied with the ROI measured in stage 3, then it\u2019s time to make some improvements to your training programs.<\/p>\n<h3 id=\"Summative_vs_Formative_evaluation\">#4 Summative vs Formative evaluation<\/h3>\n<p>A thorough evaluation will give you the best insight into the drawbacks of your training. So, it\u2019s important to know how to assess a training program both while it\u2019s being developed (formative evaluation), and after it\u2019s been delivered (summative evaluation).<\/p>\n<p>Let\u2019s dive a little deeper.<\/p>\n<p>Formative techniques of training evaluation aim to catch problems (and fix them) early on, before they negatively impact learning. For example, before a new course is delivered, you might run a user-acceptance test to ensure that the platform is user-friendly. Or, you could ask a Subject Matter Expert to evaluate the course content against the difficulty level of training assessments.<\/p>\n<p>Summative techniques are also known as <strong><a href=\"https:\/\/www.talentlms.com\/blog\/training-evaluation-email-template\/\" target=\"_blank\" rel=\"noopener\">post-training evaluation techniques,<\/a><\/strong> because they happen after training is completed. Typical examples include Kirkpatrick\u2019s four levels of training evaluation and Anderson\u2019s model of learning evaluation.<\/p>\n<hr \/>\n<p style=\"text-align: center;\"><span style=\"color: #000000;\"><strong> Evaluate employee training and help your teams reach success<br \/>\n<\/strong> Create post-training evaluation in no time with TalentLMS.<\/span><br \/>\n<span style=\"color: #000000;\">The training platform that users consistently rank #1.<\/span><a href=\"https:\/\/www.talentlms.com\/create\/aff:blog\" target=\"_blank\" rel=\"noopener noreferrer\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10550\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2018\/06\/CTA.png\" alt=\"Create my TalentLMS forever-free account\" width=\"291\" height=\"70\" \/><\/a><\/p>\n<hr \/>\n<h3 id=\"cipp_model\">#5 CIPP Model<\/h3>\n<p>This model consists of four steps: context, input, process, and product. It\u2019s an evaluation method to assess and improve programs, including training programs. Daniel Stufflebeam developed this cyclical and iterative process to focus on evaluating programs while considering many aspects.<\/p>\n<p>When the training evaluation at each stage is complete, the findings are used to make adjustments and improvements if necessary. This method allows managers and HR experts to ensure the training program remains responsive to changing needs. Or it is being continuously improved over time to achieve better outcomes and enhance the training effectiveness.<\/p>\n<p>Here\u2019s how it works:<\/p>\n<ul>\n<li><strong>Context evaluation:<\/strong> This stage explores the broader environment in which the training program operates. It helps understand the needs, goals, and constraints. Collect information about the organization\u2019s mission, goals, culture, and external factors. For instance, regulatory requirements or industry trends. Then, assess the target audience\u2019s characteristics and needs.<\/li>\n<li><strong>Input evaluation:<\/strong> During this stage, organizations focus on the training resources and materials. Are they available or appropriate for achieving training goals? Examine the curriculum, training materials, instructional methods, staff qualifications, and funding. Assess whether these inputs are aligned with the program\u2019s objectives, if they are sufficient, or high-quality.<\/li>\n<li><strong>Process evaluation:<\/strong> How is the training program being implemented? This stage assesses if the training program is being executed effectively and efficiently. Get data on the delivery of training. For example, instructional methods, participant engagement, and training experience. Then, look for areas of improvement and opportunities to boost the program\u2019s delivery.<\/li>\n<li><strong>Product evaluation:<\/strong> The last stage focuses on the outcomes and impact of the training program. Does it achieve its intended results? Has it made a positive impact? Gather information on participants\u2019 knowledge, skills, and behaviors after training. Assess the overall effectiveness of the program and its alignment with the goals established in the context evaluation.<\/li>\n<\/ul>\n<h3 id=\"qualitative_data_analysis\">#6 Qualitative data analysis<\/h3>\n<p>This evaluation method focuses on understanding and interpreting non-numerical data. For example, interviews, focus group discussions, open-ended survey responses, written reflections, and other narrative data. The effectiveness of training programs is being evaluated by exploring participants\u2019 experiences, perceptions, and qualitative changes in behavior or attitudes.<\/p>\n<p>Qualitative data analysis <strong>offers a deep and rich understanding of participants\u2019 experiences.<\/strong> It offers insights that quantitative methods may miss. Managers uncover the \u201cwhy\u201d and \u201chow\u201d behind changes in participants\u2019 attitudes and behaviors. This contributes to a more comprehensive assessment of the training program\u2019s effectiveness.<\/p>\n<p>Let\u2019s explore how qualitative data analysis works:<\/p>\n<ul>\n<li><strong>Data collection:<\/strong> Conduct interviews, focus group discussions, open-ended surveys, or gather written reflections from training participants. Then, collect his data and discover if this information is relevant to the training program\u2019s goals and objectives.<\/li>\n<li><strong>Data organization:<\/strong> The next step is to organize and document the qualitative data. Transcribe interviews or discussions, group similar responses, and ensure the data is manageable for analysis.<\/li>\n<li><strong>Data coding:<\/strong> Identify themes, patterns, and key concepts within the data. Assign codes to segments of data to categorize and label common ideas, opinions, or experiences.<\/li>\n<li><strong>Data analysis:<\/strong> Explore the coded data and identify recurring themes and trends. Look for connections between responses and assess how the training influenced participants\u2019 knowledge, behaviors, or attitudes.<\/li>\n<li><strong>Interpretation:<\/strong> Interpret the findings. Draw conclusions about the training program by providing explanations for the observed patterns and making sense of the data in the context of the program\u2019s goals.<\/li>\n<li><strong>Reporting and presentation:<\/strong> Report the results of the qualitative data analysis through descriptions, thematic summaries, and participants\u2019 quotations. Use charts, graphs, or visual representations to present findings clearly.<\/li>\n<li><strong>Action and improvement:<\/strong> The insights gained help in improving training programs. Use this information to refine training materials, teaching methods, or the overall training approach. The goal is to better meet the needs and expectations of training participants.<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20087 size-full\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/TLMS_20231017_1200x314-1.png\" alt=\"Mastering training evaluation methods: A comprehensive guide to techniques &amp; tools\" width=\"1200\" height=\"314\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/TLMS_20231017_1200x314-1.png 1200w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/TLMS_20231017_1200x314-1-300x79.png 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/TLMS_20231017_1200x314-1-1024x268.png 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/TLMS_20231017_1200x314-1-768x201.png 768w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<h2 id=\"Determine_what_you_ll_measure_when_evaluating_your_employee_training_program\">Determine what you\u2019ll measure when evaluating your employee training program<\/h2>\n<p>Before you evaluate the effectiveness of your employee training program, you need to decide what the indicators of \u201ceffectiveness\u201d are. Is training a success when employees become better at their jobs? Or is <strong><a href=\"https:\/\/www.talentlms.com\/library\/promoting-health-well-being-at-work\/\" target=\"_blank\" rel=\"noopener\">a happier, healthier company culture<\/a><\/strong> a sign that training is working? Is it, maybe, both?<\/p>\n<p>The point is, you\u2019ll probably want to include more than one measure of training effectiveness. The more measures you include, the more information you\u2019ll have to help you improve your program.<\/p>\n<p>Let\u2019s explore which are the training effectiveness measures you should focus on.<\/p>\n<h3>New skills and knowledge<\/h3>\n<p>When it comes to learning, training is the pillar. For example, if you were <strong><a href=\"https:\/\/www.talentlms.com\/blog\/engaging-sales-training-program-design\/\" target=\"_blank\" rel=\"noopener\">training sales staff<\/a><\/strong> in persuasion techniques, you\u2019d want them to be more persuasive when the training is over. This makes the acquisition of new skills and knowledge one of the top measures of training effectiveness.<\/p>\n<p>The measure of knowledge and skills development is sometimes referred to as \u201clearning performance\u201d because it relates to an employee\u2019s performance as a learner rather than their performance on the job. There are lots of easy ways to evaluate learner performance using a learning management system (LMS), but we\u2019ll discuss those in the next section of this article.<\/p>\n<h3>Learning experience<\/h3>\n<p>One measure of training effectiveness that\u2019s often overlooked, even when using the best types of training evaluation methods, is the <strong><a href=\"https:\/\/www.talentlms.com\/blog\/measure-employee-experience\/\" target=\"_blank\" rel=\"noopener\">learning experience.<\/a><\/strong> Why does this matter? Because when the learning experience is poor, employees are less likely to engage with training content, which means that they\u2019re less likely to learn the skills that will make them better at their jobs.<\/p>\n<p>This, of course, is a big problem. In fact, it could result in loads of time and resources being wasted on a training program that never achieved its objectives. So, be sure to measure employees\u2019 perceptions of training delivery and content. Their <strong><a href=\"https:\/\/www.talentlms.com\/blog\/collect-training-feedback-with-talentlms\/\" target=\"_blank\" rel=\"noopener\">post-training feedback<\/a><\/strong> could be one of the best ways to measure training effectiveness, offering the best tips for improving your training.<\/p>\n<h3>Employee happiness<\/h3>\n<p>Did you know that for many employees, learning is the number one reason they feel happy at work? This is because learning helps employees to grow and develop, and often opens up new career opportunities, too. Wouldn\u2019t that make you happy?<\/p>\n<p>And the great thing about happy employees is that they tend to work harder, stay committed for longer, and produce better results. So, while employee happiness might sound like a strange indicator at first, it\u2019s actually one of the best results you can hope to see for your business.<\/p>\n<h3>Cultural impact<\/h3>\n<p>If you\u2019ve never considered measuring the impact of training on your company\u2019s culture, it\u2019s time to start. Culture is the special ingredient that makes your business unique in a highly competitive world. So, you need to <strong><a href=\"https:\/\/www.talentlms.com\/blog\/prevent-toxic-work-culture-tips\/\" target=\"_blank\" rel=\"noopener\">protect it with training<\/a><\/strong> that fosters workplace norms and values that are good for business.<\/p>\n<p>When you deliver employee onboarding training, sensitivity training, or anything else that might impact culture, make sure to evaluate success based on culture. You can do this by looking for changes in the number of HR complaints (for example, harassment) after training, or assessing peer review scores for teamwork and positive attitudes.<\/p>\n<h3>Efficiency impact<\/h3>\n<p>So far we\u2019ve mentioned four measures to use when you evaluate the impact of your employee training program, but none of them are business results. So, for this next measure we\u2019ll look at the impact of training on the efficiency of employees or teams.<\/p>\n<p>Efficiency can be measured in different ways depending on your industry and the specific department you\u2019re training. For example, a manufacturing company might train their assembly line staff on new equipment, and then measure how many more units can be completed per day. On the other hand, an online tech business could measure how many tickets their customer support team closes after completing a training program.<\/p>\n<h3>Financial impact<\/h3>\n<p>Finally, it\u2019s crucial to evaluate the real impact of a company\u2019s employee training program on its financial position. The real economic impact of your training can be measured by <strong>changes in revenue and profit<\/strong>.<\/p>\n<p>When training is successful, and all the measures of training effectiveness you use show positive results, then you should see an increase in sales and income, or a reduction in costs \u2013 or both. When it\u2019s both, you\u2019ll certainly also benefit from a rise in profits.<\/p>\n<h2 id=\"choose_the_right_training_evaluation_tools\">How to choose the right training evaluation tools<\/h2>\n<p>You wouldn\u2019t measure length with a thermometer, right?<\/p>\n<p>So, before you start collecting information about the results of your training, make sure that you have the right tools for the job. Here are some of the most common training evaluation tools to choose from. Feel free to use more than just one to measure training effectiveness and track employee training.<\/p>\n<h3>Observations<\/h3>\n<p>This is the process of observing employees as they complete a task or process, or engage in a team activity. Often, the observer will use a journal to record what they see (it\u2019s true, even the best evaluators can\u2019t remember everything!).<\/p>\n<p>There are many advantages to using observation as a training evaluation tool. You get to observe learning and behavior changes in a real workplace setting, and <strong>it costs nothing more than the observer\u2019s time.<\/strong> It also tends to be more accurate than self-report questionnaires which can be biased, or influenced by poor memory.<\/p>\n<p>Still, this tool has some downsides. First, you need to find someone objective and knowledgeable with enough time on their hands to watch each employee for an hour or more. Then, even if you find an observer, there\u2019s the risk that employee behavior will change simply because they know they\u2019re being watched. This can skew the results.<\/p>\n<p>Sometimes, though, observation is the best tool. This is especially true when behavior changes aren\u2019t easy to measure quantitatively. For example, sales skills are easy to measure by the number of sales an employee makes. Creativity, on the other hand, is tough to measure on the job. So, observing an employee\u2019s creative ideas and input during meetings is a good solution.<\/p>\n<h3>Tests<\/h3>\n<p>Tests are a great way to measure changes in knowledge and skills, and they come in all shapes and sizes. Written assignments can be time-consuming to grade, but luckily the right LMS will give you the tools to create automatically-graded quizzes that are fun and interactive, too.<\/p>\n<p><span class=\"embed-youtube\" style=\"text-align:center; display: block;\"><iframe loading=\"lazy\" class=\"youtube-player\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/Pi7aAvKd8SY?version=3&#038;rel=1&#038;showsearch=0&#038;showinfo=1&#038;iv_load_policy=1&#038;fs=1&#038;hl=en-US&#038;autohide=2&#038;wmode=transparent\" allowfullscreen=\"true\" style=\"border:0;\" sandbox=\"allow-scripts allow-same-origin allow-popups allow-presentation allow-popups-to-escape-sandbox\"><\/iframe><\/span><\/p>\n<p style=\"text-align: center;\"><span style=\"color: #000000;\"><strong> Want to test learner knowledge and evaluate training?<br \/>\n<\/strong> Create automatically-graded, fun and interactive tests with TalentLMS.<\/span><br \/>\n<span style=\"color: #000000;\">The training platform that users consistently rank #1.<\/span><a href=\"https:\/\/www.talentlms.com\/create\/aff:blog\" target=\"_blank\" rel=\"noopener noreferrer\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10550\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2018\/06\/CTA.png\" alt=\"Create my TalentLMS forever-free account\" width=\"291\" height=\"70\" \/><\/a><\/p>\n<hr \/>\n<p>Perhaps the best part about tests is that you can measure a specific skill or knowledge area without the distraction of being observed. For example, you could measure a medical sales rep\u2019s understanding of a new product with a few multiple-choice questions completed in a private and quiet environment. Plus, once you\u2019ve set up a quiz on your LMS, you don\u2019t have to invest any more time into this tool.<\/p>\n<p>But there\u2019s a catch. Tests usually don\u2019t measure knowledge and skills in the same environment in which they\u2019ll be used\u2014the workplace, that is. So you won\u2019t know whether an employee is able to apply what they\u2019ve learned when there are other distractions and pressures at play.<\/p>\n<p>It\u2019s also worth mentioning that tests aren\u2019t the best measure for skills like persuasion, which are better assessed in practice (think role-plays). And when it comes to skills for high-risk jobs, like pilots and surgeons, tests aren\u2019t enough on their own. More realistic training assessments, like simulations, are necessary, too.<\/p>\n<h3>Surveys<\/h3>\n<p>Perhaps one of the most common training evaluation tools and techniques used today is the survey. A survey, or training evaluation questionnaire, collects data through a series of questions, usually in the form of multiple choice.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-20085\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/product-test@2x-1-1.png\" alt=\"training evaluation methods\" width=\"2004\" height=\"1072\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/product-test@2x-1-1.png 2004w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/product-test@2x-1-1-300x160.png 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/product-test@2x-1-1-1024x548.png 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/product-test@2x-1-1-768x411.png 768w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2019\/11\/product-test@2x-1-1-1536x822.png 1536w\" sizes=\"auto, (max-width: 2004px) 100vw, 2004px\" \/><\/p>\n<p>Why are surveys so popular? Probably because they\u2019re highly efficient to measure training effectiveness. You can design one survey, and send it out to millions of employees at the click of a button. If your survey is delivered via your <strong><a href=\"https:\/\/www.talentlms.com\/solutions\/employee-training-software\" target=\"_blank\" rel=\"noopener\">employee training software,<\/a><\/strong> it gets even better, because you can access the results as an easy-to-interpret and downloadable report.<\/p>\n<p>There\u2019s just one important limitation that you should know about: not many people like questionnaires. <a href=\"https:\/\/www.surveymonkey.com\/curiosity\/5-best-ways-to-get-survey-data\/\" target=\"_blank\" rel=\"noopener\">45% of people<\/a> are not willing to spend more than 5 minutes filling out a feedback survey. So it\u2019s important to explain to employees that surveys help you improve training, and that you really do want to hear their feedback.<\/p>\n<p>Because surveys ask for people\u2019s perceptions and opinions, rather than hard data, this tool is best suited to measuring how successful the learning experience was. You can ask employees what they liked about training, whether the platform was easy to use, and if the content was useful to improving their work.<\/p>\n<h3>Interviews<\/h3>\n<p>Interviews can be conducted face-to-face or online for training evaluation. But either way, they\u2019re as effective as questionnaires\u2014and even more so. Why? Because not only can you ask employees a set of questions, but you can answer their questions and delve deeper into their responses, too. <strong>This flexibility often means that you get more valuable and detailed information<\/strong> from employees about their training.<\/p>\n<p>Unfortunately, the same flexibility can result in a few problems for this evaluation tool. Each interview has to be conducted separately, which means that you lose valuable time that both the employee and the interviewer could be using to get work done. Plus, if each interview includes slightly different questions, it can become tricky to compare or summarize results.<\/p>\n<p>Still, if you\u2019re exploring the reasons behind other results, this is the tool to do it. For example, if most employees rate the learning experience poorly on a questionnaire, then interviews could help you find out why. Or, if they rate the learning experience favorably, but don\u2019t improve on-the-job performance, you could use interviews to identify the reason for this gap.<\/p>\n<h3>Focus groups<\/h3>\n<p>Focus groups are carefully facilitated discussions among a small group of employees who all completed the same training. These are great tools for exploring what employees think and feel about training, and to get suggestions for future improvements.<\/p>\n<p>Of course, focus groups are<strong> a little less time-consuming than interviews,<\/strong> because you can question a number of people at the same time. A group dialogue can also lead to deeper conversations about topics that might not have been explored in a one-to-one setting.<\/p>\n<p>This makes interviews a particularly effective way to unpack obstacles to training success, and to explore ideas for improvement. Just watch out for group conflict or any other dynamics that could damage your ability to gather constructive information about training.<\/p>\n<h3>Performance records<\/h3>\n<p>If training doesn\u2019t improve job performance, it isn\u2019t working. So, performance records are surely an important measure to include in any training evaluation. The performance records you choose to use will depend on your training. But some common examples are deals closed, support tickets solved, units made and customer satisfaction ratings.<\/p>\n<p>The biggest advantage of performance records is that they\u2019re based on numbers, not opinions. This makes them free from bias, and a trusted source of information to judge your training success by. Plus, if your LMS software <strong><a href=\"https:\/\/www.talenthr.io\/\" target=\"_blank\" rel=\"noopener\">integrates with your HR tool,<\/a><\/strong> you can compare training and performance records more easily.<\/p>\n<p>The only downside when it comes to performance records is that they sometimes create more questions than they answer. Yup, performance data shows you where a problem exists, but not why it exists. So to get to the bottom of \u201cwhy\u201d, you\u2019ll need to leverage more qualitative tools, like interviews or focus groups.<\/p>\n<h2>Unlocking success: Next steps<\/h2>\n<p>If excellent training results are a top priority for you, then you need to find ways to continuously improve your training program. Just follow the three steps in this article.<\/p>\n<p>Start by deciding on a training evaluation method, then select your measurements, and choose the right training evaluation tools. Once you\u2019ve set up the right method for you, it will be much easier to evaluate and improve your employee training program. And your colleagues will be celebrating your training success in no time!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Imagine a bustling, sun-drenched coffee shop. Lisa, a dedicated HR manager, anxiously flips through a stack of training program reports. She\u2019s sipping her coffee not for pleasure, but to calm her racing thoughts. How can she effectively prove the investment of time and resources in employee training and development was worthwhile? If you can\u2019t measure [&hellip;]<\/p>\n","protected":false},"author":66,"featured_media":20086,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[252],"tags":[168,91],"class_list":["post-5481","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interviews-opinions","tag-corporate-training","tag-employee-training"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.9 (Yoast SEO v26.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Training Evaluation Methods: All The Criteria &amp; Tools You Need<\/title>\n<meta name=\"description\" content=\"How do you evaluate a training program and measure its effectiveness? 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