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Learning Evaluation

This document discusses evaluation of learning and development programs. It describes Kirkpatrick's model for evaluation which measures reaction, learning, behavior change, and results. Return on investment in learning and development is calculated by comparing net program benefits to costs. The learning value chain and goal setting is also covered, which involves measuring reaction, learning, application, impact, and return on investment. Finally, some of the most popular metrics for informing and measuring learning and development are listed, such as employee engagement, attendance, training hours, learner satisfaction, budget, and employee skills.

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22 views

Learning Evaluation

This document discusses evaluation of learning and development programs. It describes Kirkpatrick's model for evaluation which measures reaction, learning, behavior change, and results. Return on investment in learning and development is calculated by comparing net program benefits to costs. The learning value chain and goal setting is also covered, which involves measuring reaction, learning, application, impact, and return on investment. Finally, some of the most popular metrics for informing and measuring learning and development are listed, such as employee engagement, attendance, training hours, learner satisfaction, budget, and employee skills.

Uploaded by

HLA
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Introduction to

Learning and
Development

Learning Evaluation
Evaluation is “one of the most problematic and challenging aspects of management
development” (Gold, 2013). It usually aims to measure the impact a programme may
have had, justifying investment and measuring ROI. In other words, for L&D this is a
way to prove the impact of their work.

Some of the benefits of evaluating learning are (Elkeles, 2017):

• Satisfy client needs


• Justify budgets
• Improve programmes
• Enhance transfer of learning
• Decide on eliminating or enhancing a programme
• Enhance the credibility and respect of L&D staff
• Increase support from managers
• Strengthen relationship with stakeholders
• Set L&D priorities
• Drive optimisation and allocation

The purpose of evaluating L&D lies with:

• Proving that a learning intervention took place


• Improving the learning intervention (i.e. training)
• Learning new insights
• Controlling the quality of the L&D department

Gold, J., Holden, R., Stwerard, J., Iles, P. and Beardwell, J. (2013). Human Resource Development. 2nd ed. London: Palgrave
Macmillan.
Elkeles, T., Phillips, J. and Phillips, P. (2017). The Chief Talent Officer. 1st ed. Abingdon, Oxon: Routledge.

Introduction to Learning and Development - Udemy


1

KIRKPATRICK EVALUATION MODEL

WHAT it HOW it
measures? measures it?

Did the organisation Customer satisfaction survey,


performance improve? financial reports, etc.
Result
Did participants change their
Observation
behaviour back on the job?
Transfer
Is there an increase of
knowledge, skills or Knowledge test or
attitudes as a result? survey
Learning
How participants
react to the Reaction survey
training? Reaction

RETURN ON INVESTMENT (ROI) IN L&D

NET PROGRAM BENEFITS


ROI (%) = x 100
PROGRAM COSTS

INTANGIBLE NET BENEFITS COSTS


(benefits - cost)

• Needs assessment, design,


• Increased job satisfaction
development prorated
• Increased organisational
• Materials
commitment
• Instructor/facilitator time, salaries of
• Improved teamwork
participants
• Improved customer services
• Facilities, travel and accommodation
• Reduced complaints
• Evaluation (incl. planning, collection,
• Reduced conflicts
analysis and reporting)

Introduction to Learning and Development - Udemy


2

THE LEARNING VALUE CHAIN AND GOAL SETTING

REACTION AND Measures participant satisfaction with


1 PLANNED ACTION the project and captures planned
actions

LEARNING AND Measures changes in knowledge,


2 CONFIDENCE skills, and attitudes

APPLICATION AND Measures changes in on- the-job


3 IMPLEMENTATION behavior or action

IMPACT AND Measures changes in business impact


4 CONSEQUENCES variables

RETURN ON
5 INVESTMENT
Compares project benefits to the costs

MOST POPULAR METRICS USED TO INFORM AND MEASURE L&D

Employee
engagement with
L&D activities Attendance – no-
Number of
programmes shows
delivered
Number of new
Training hours per
programmes launched
employee

New hire performance


Learner (after 12 months)
satisfaction score

% employee with
Budgeted vs spent the right skill level

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