Kirkpatrick Model for Employee Training & Evaluation

#employeetraining #drrenjithraj #businessguru #krikpatrick Four Levels of the Kirkpatrick Model In the pyramid of the Kirkpatrick model, there are four levels, which are as follows: 1. First level – Reaction The reaction depends on the following three principles: What is the satisfaction level of employees from this training program? How was the employee engagement in the training program? Was the training program relevant to employees? You can determine the answers to the above question by conducting post-analysis using a feedback form that will be filled by your employees. These feedback forms are also called smile sheets. In this feedback form, you can ask the employees to give ratings from very good, good, fair, or poor to the training on the following pointers: Subject of the training Methodology and tools used in the training Trainer’s knowledge and ability to make the employees understand the topic 2. Second level – Learning Learning is evaluated on the following principles: Which new skills did employees learn in the training program? What is the impact of the training on employee’s attitudes? What is the relevance of the training in the employee’s job? How confident employees are in doing the tasks assigned to them? How the employees will implement this learning in their job function? For evaluating the employees’ learning skills, you can take the survey of employees pre-training and post-training. In the pre-training survey, determine the knowledge, skills, and attitude of employees before training. In the post-training survey, check the changes in the knowledge, skills, and attitude of employees after training. You can conduct these surveys using one-on-one talk, group discussions, knowledge checks, or any other forum/medium. Even during the training, you should continuously check: Is the content taught to employees matching with their job functions? Will it help the employees in the future? How the training content is driving towards the outcome? For determining the answers to the above questions, you can conduct a performance test wherein you can ask questions related to the job function or outcome. For example: If you want to assess an employee on how he will operate the machine on the field, then the ideal test will be to take him to the factory and check how he is demonstrating it. For assessing this in a classroom, you can keep a model or simulator and check how successful he is on demonstrating it. Similarly, you can prepare a written test. 3. Third level – Behaviour This level takes you closer to the outcome of the training because, at this level, you get to know how effectively the employees are using the learning from training in their job function. Also, it is determined whether your help is required to implement the learning of the training in the job. This level is visible in 1-2 months after training and you will notice the following two critical factors: What is the frequency of using new skills or knowledge? How effectively the new skills are used? The answers to the above questions will help you to see the results. For this, you should monitor and encourage your employees. If the performance of an employee is good, then you should also reward them. With the increase in motivation, the value of training for employees increases. For evaluation at this level, you will determine the behaviour of employees before and after the training. But, you need to give some time to this because it takes time to bring changes in the behaviour of employees. 4. Fourth level – Results It is at the top of the pyramid of the Kirkpatrick Model because it is business results and performance. Your complete business stands on the performance. This is the outcome for which all the levels are made and you are training your employees.