Choosing the Right Training Evaluation Framework
Most organisations measure training like this:
“Did you enjoy it?”
“Was it useful?”
“Would you recommend it?”
That’s not evaluation.
That’s hospitality.
If training is meant to shift behaviour, performance, or results, your measurement needs to go further….and luckily there are several tools you can pick from.
In this post, I’ll explore different training evaluation frameworks, discuss their strengths and weaknesses, and look at practical examples of when to use them.
1. The Kirkpatrick Model: The OG of Evaluation
Let’s start with the granddaddy of them all – the Kirkpatrick Model. Developed by Donald Kirkpatrick in the 1950s, this model is like the Beatles of training evaluation – classic and still relevant.
It breaks down evaluation into four levels:
Reaction: Did the participants like the training?
Learning: Did they actually learn something?
Behaviour: Are they using what they learned?
Results: Is it making a difference to the bottom line?
Strengths
It’s straightforward and covers the basics well. Plus, it’s widely recognised, so your boss probably won’t give you blank stares when you mention it.
Weaknesses
It can be time-consuming to implement all four levels, and it doesn’t account for factors outside the training that might influence results.
When to use
Great for comprehensive evaluations when you have the time and resources to follow up long-term.
A Practical Example
A company implements a new customer service training programme. Using the Kirkpatrick Model, they first survey participants’ reactions, then test their knowledge through quizzes. Over the next few months, they observe changes in employee behaviour and, finally, analyse improvements in customer satisfaction scores.
2. The Phillips ROI Model: For the Number Crunchers
Jack Phillips thought, “Hey, what if we added a fifth level to Kirkpatrick’s model?” And thus, the Phillips ROI Model was born. It keeps the first four levels and adds:
ROI: What’s the return on investment?
Strengths
It speaks the language of finance, which can help you justify training budgets to the higher-ups.
Weaknesses
Calculating ROI can be tricky and time-consuming. Plus, not all training benefits can be easily quantified in dollars and cents.
When to use
When you need to prove the financial impact of your training programs, especially for high-cost initiatives.
Practical Example
A healthcare organisation launches an advanced medical training course for its staff. Using the Phillips ROI Model, they calculate the cost of the training, measure the financial benefits from reduced error rates and improved patient outcomes, and determine the ROI.
3. The CIPP Model: Context is King
The CIPP Model (Context, Input, Process, Product) takes a different approach. It was developed by Daniel Stufflebeam and is less about evaluating the training itself and more about the decision-making around it.
Context: What needs to be done?
Input: How should it be done?
Process: Is it being done?
Product: Did it succeed?
Strengths
It’s great for ongoing evaluation and improvement. It helps you make decisions throughout the training process, not just at the end.
Weaknesses
It can be complex to implement and doesn’t focus as much on the actual results of the training.
When to use
When you’re designing a new training program or want to improve an existing one. It is also useful for the evaluation of large, multifaceted training initiatives.
Practical Example
A software company adopts the CIPP Model to evaluate its ongoing developer training programme. They assess the need for the training (context), review the training materials and methods (input), monitor the training sessions (process), and analyze improvements in coding efficiency and software quality (product).
4.The Success Case Method: Storytelling for the Win
Developed by Robert Brinkerhoff, this method focuses on the extremes – the most and least successful cases.
Strengths
It’s quick, cost-effective, and provides compelling stories that can be great for stakeholder buy-in.
Weaknesses
It doesn’t give you a comprehensive view of all participants’ experiences.
When to use
When you need quick insights or want to showcase the potential impact of your training. :
Practical Example
An organisation rolls out a new sales training programme. Using the Brinkerhoff Success Case Method, they interview the top-performing and least-performing salespeople to identify the key factors behind their success or struggles, using this information to refine the program.
So, Which One Should You Use?
Well, it depends (don’t you just love that answer?). Here are some quick guidelines:
Need a comprehensive evaluation? Go for Kirkpatrick.
Need to justify costs? Phillips ROI might be your jam.
Designing a new programme? CIPP could be the way to go.
Need quick insights and compelling stories? Try the Success Case Method.
Remember, these frameworks aren’t mutually exclusive. Mix and match to create an evaluation strategy that works for you. And most importantly, don’t let perfect be the enemy of good.
Any evaluation is better than no evaluation!
What’s your go-to evaluation framework? Have you tried any of these? Let me know in the comments!