Level

Evaluation

Evaluation description

Example
methods

Pro's and cons

How we
support it

1

Reaction

How the delegates felt about the training and learning experience.
Their initial opinions and feedback.

Feedback forms.
Verbal reaction.
Management feedback.
Post training surveys and questionnaires.

Quick to do.
Easy to obtain.
Immediate.
Not expensive.
Does not measure effectiveness.

Design training based on real needs.
Flexible delivery styles
Feedback forms used.
Set and review objectives.
Implementation plans.
Apply to actual life events.

2

Learning

The measurement of the increase in skills/knowledge. (Before compared to afterwards).

Assessments or tests prior to and following learning comparisons.
Post training interviews.
Management feedback.
Observation against set criteria and prior and post training.

Simple to set up.
Quite clear cut if measured accurately.
Can be difficult for more complex learning.
Requires consistency in scoring.

Needs analysis prior to training design and delivery.
Assess and rate skills prior to and post training.
Implementation planning throughout the courses.
Exercises and feedback sessions in the courses.

3

Behaviour

The extent to which learning is applied back on the job.
The implementation of their acquired knowledge and skills.

Ongoing observation.
Management feedback.
Evaluation over time to assess behavioural change and its relevancy.
Sustainability of change
Measured and evidenced based feedback against set criteria and measures

More complicated.
High degree of skill.
Requires measured behavioural focus. Needs line manager co-operation.

Specific courses that examine behaviour and behavioural styles.
Implementation planning
Equip the managers with skills to support the team.
Measure behaviour prior to training delivery.
Skills application sessions during courses.

4

Results

The effect and impact on the delegate and business.
Volumes.
Values.
Frequency.
Times.

Comparison of pre and post learning measures.
Performance reviews.
KPI and MI analysis.
Actual results achieved.
Assessment of the impact of learning application.

Easy on an individual basis.
More difficult as a group.
Measures return on investment.

Design training with the end in mind.
Develop the skills of team  leaders and managers.
Offer coaching support.
Provide tools and models to be used back at work.
Reward facilitators based on actual results.