Measure the Success of Training
All of our training is designed to build your confidence and make you more effective in your job. In more and more projects we are managing to measure this long-term success, based around the Kirkpatrick framework.
The Kirkpatrick Framework
- Level 1 - Response
- Level 2 - Learning
- Level 3 - Effect on Job
- Level 4 - Effect on Organisation
Training companies traditionally measure Level 1 through the end of course evaluation and Level 2 through exercises completed during the day. To measure Level 3 and Level 4 it is necessary to be clear on the targets of the training in advance, and to return after the training to evaluate the results.
Example: Manchester NHS Agency
In this pilot project 165 people were given intensive training to the ECDL qualification. Followed up several months later:
- All were ´more confident´ or ´much more confident´ in using the software.
- Before, over 60% asked for help at least once a week. Afterwards less than 5% did.
- Staff gained 38 minutes a day, on average, as a result of their new skills.
Example: CMS Cameron McKenna
The training aimed to improve documentation skills, enable staff to respond more quickly and reduce the number of corrupt documents.
- 100% met two of the objectives and 78% met all three.
- Staff gained an average 16 minutes a day from their new skills.
- The result represented a return on investment of 264%
Happy Computers courses overall
A survey of several hundred people attending Happy courses last year found:
- 100% rated the courses Good or Excellent
- 96% used the skills they learnt on the course
- Students saved an average 18 minutes a day as a result of the course
Can We Help You?
We want to work with people to measure the actual effect of training - on people´s ability to do their job and on the organisation as a whole. Let us help you set targets for training and measure the success.
