Measuring the Results of Training RAPI
Step 1 - Baseline Measurement
- Before training starts
- ‘Where am I now?’
- Clarify objectives / outcomes
- Business focus
Step 2 – Value of Measurement
- To what extent is it worthwhile to measure the impact of training?
- Small learning programmes may not justify full scale, return on investment measures
Step 3 – Soft Skills Measures
- What are we looking for?
- Behavioural changes
- New and enhanced skills and knowledge
- More efficient work practices
- Improved leadership skills
- Improved team skills
- Before and after climate surveys
- Before and after questionnaires
- Before and after competencies to be reached and agreed by line manager
- Line manager and training team design measurement system to build leadership commitment and that true business / organisational needs are met.
Step 4 – Post Training Measurement
Donald Kirkpatrick ‘s 4 Levels of Evaluation
- Reaction of student - what they thought and felt about the training
- Learning - the resulting increase in knowledge or capability
- Behaviour - extent of behaviour and capability improvement and implementation/application
- Results - the effects on the business or environment resulting from the trainee's performance
R – Response from participants – ‘how were the training objectives met’?
A – Actions – what will be actioned as a result of the training? Participants commit to actions.
P – Performance Indicators – ‘how will I know?’ Key performance indicators measured.
I – Impact – ‘What is the impact of the training on the business and organisation?
- Customer satisfaction
- Human resources – i.e. reduced turnover / higher engagement / morale / increase in potential
Step 4 – Communicate Impact
- Share findings and why they are important to stakeholders
- Reinforce the value of training
- Higher quality training = higher application of skills