Training professionals must select an evaluation strategy that will effectively meet client goals for the evaluation project. Make critical decisions such as what to measure, what evaluation model to use, and how evaluation data will be captured.
- Once we learn what our customer wants…from an evaluation project,…we need to create a plan to achieve those goals.…The second key action in the ATD competency model…is selecting the appropriate evaluation strategies…research design, and measures.…This is where we consider things like,…what do we need to measure?…What model or models should we use?…And, how will capture that data?…Let's see if we can select an appropriate evaluation…strategy for an interviewing skills…training program for supervisors.…
Here's what our project sponsor would like us to measure.…Our overall goal is to find out if new hire turnover…declined from 30% to 15%.…To help achieve this goal,…we also want to answer a few additional questions.…Do supervisors like the new procedures?…Did supervisors learn how to use the new procedures?…And, do they use the new procedures on the job?…When you consider all of these factors,…how would you approach evaluating this training program?…I'm gonna use the Kirkpatrick's Four Levels.…
Let's look at how this model fits…
Check the exercise files for sample evaluation plans, reports, checklists, and worksheets that you can use to evaluate your own employee development program.
- Common learning assessment models: Kirkpatrick, Phillips, Brinkerhoff, and alternatives
- Identifying expectations
- Collecting data
- Analyzing data
- Making recommendations