Many companies train their employees to boost their productivity and work performance. However, you need to start assessing the training programs to determine whether they work and what you should fix.

This article will teach you what training assessment is, why it is crucial, and how it can benefit your company. You will learn about the best assessment models and tools used to assess the quality of training programs.

What Is Training Program Assessment?

It is the regular analysis of training programs' efficiency and effectiveness. It includes participant feedback, comparing job performance before and after training, accomplishing the company’s strategic goals, and much more.

The Importance of Training Assessment

Training assessment lets companies know whether the time and money invested in training has contributed to employee learning and growth. It shows the pros and cons so that training can be improved. Finally, it reveals whether the training has helped employees perform their jobs better, which is the primary goal.

Benefits of training assessment

Assessing whether your training is effective requires additional resources. However, the benefits of training assessment are worth the challenge. In short, training assessment helps companies:

1. Identify training gaps

One part of training assessment involves assessing the quality of employees’ work, which can reveal some loopholes in training programs. For example, if quiz results demonstrate that many employees failed data security questions, the training did not address this issue sufficiently. Therefore, you should add a module on data security to the training program.

2. Save money

When a company compares the training costs to the results it has achieved, it discovers how profitable courses are. This helps distinguish valuable training programs from worthless ones, saving money and time.

3. Improve materials and tools

Without training assessment, it is difficult for a company to measure the quality of learning content and the effectiveness of training tools. Your presentation isn't engaging enough if trainees drop courses after a few slides. Consider creating a motivational video to trigger their interest and explain why the training is essential. By analyzing the assessment results, you can see where your strengths and weaknesses lie and then adjust your training programs accordingly.

Training Assessment

Training Assessment Models

You need to use specific training assessment models to assess training programs systematically. They are widely available, and each has a unique approach to assessing training. Here are the five most common training program assessment models:

1. Kirkpatrick’s Four-Level Model

One of the oldest and most famous models is undoubtedly the Kirkpatrick Model. It has been used for more than sixty years since its development.

This model proposes assessing training programs across four levels: reaction, learning, impact on behavior, and results. Let’s now explain each level.

Level 1: Reaction

Assess the trainees’ reactions after they complete the training session. Ask them to fill out a questionnaire with questions such as:

  • How satisfied are you with the training experience?
  • Did the training content meet your expectations?
  • Did you learn anything new?
  • How did you rate the quality of the training?
  • Was the training functional for you?

Level 2: Learning

Measure how much was learned in the course. For example, create online quizzes to determine what knowledge and skills learners have gained or lost during the training. For more accurate information, some companies choose to create pre-quizzes. This will allow them to know what learners knew before the course and what they learned after it.

Level 3: Impact on Behavior

Monitor any changes in employee behavior after training using the comprehensive feedback technique. Collect assessments from the employee’s colleagues, supervisors, and subordinates before and after the course. This comparison reveals the impact of training on behavior.

Level 4: Results

This is the most crucial level of training assessment because achieving better results is the primary goal of corporate training. Assess the impact of the training course on quality, efficiency, productivity, and customer satisfaction.

Although Kirkpatrick’s model is very effective, it has its drawbacks, including:

  • Limited use: It only tells you whether your training works. This means that using this model will not get data that will help improve the training course.
  • Arguable structure: Kirkpatrick’s idea of ​​linear causality lacks evidence. This means that positive feedback at one level does not guarantee success at the next level.

Kirkpatrick admitted these drawbacks and suggested a better way to use the model: try working backward through his four levels. By starting from the desired outcomes and working backward through the four levels in the design phase, you can design your training program to ensure your specific goals are met.

2. Phillips ROI Model

You can think of the Phillips ROI model as an extended version of Kirkpatrick taxonomy. It’s similar to the Kirkpatrick levels, except for an extra one in the end which is return on investment (ROI). Unlike the Kirkpatrick model, which focuses on return on expectations (ROE), the ROI model can tell you whether investing in a training program is a good decision.

How to Measure ROI Using the Phillips Model?

Gather data on the training status before, during, and after it to assess its impact on your company’s profits, productivity, and performance. Then, compare the training cost to the value it provides. If the value outweighs the training cost, you’re doing great. Otherwise, you need to determine and improve which level or levels of training assessment are ineffective.

3. Kaufman’s Five Levels of Assessment

Kaufman introduced a five-level model based on Kirkpatrick's model. He divided the first level into two parts, combined Kirkpatrick’s second and third levels into smaller sublevels. He added a fifth level to assess the results for both customers and society.

Here’s how to use Kaufman’s five levels of assessment:

Level 1A: Input

Track the resources you invested in your training program, such as time and money.

Level 1B: Process

Assess trainees’ reactions to the training.

Level 2: Acquisition

To assess the benefits of training, see if individual trainee or small group goals were met. This requires finding out if trainees acquired new knowledge and skills and applied them.

Level 3: Application

Assess your learners’ ability to apply the new knowledge and skills to their work.

Level 4: Organizational Payoffs

Measure payoffs for the company as a whole. These can include improved employee performance, reduced costs, or increased profitability.

Level 5: Societal Outcomes

At the final level, you need to assess the impact of the training on clients or the community.

Kaufman’s model isn’t entirely applicable to real life. This is because measuring the impact of your training on a community is often too expensive, complex, and impractical. However, Kaufman offers some valuable ideas, such as dividing Level 1 into two parts and assessing the content you provide and the resources you invest separately. Some of its levels may be improvements to your basic model.

4. The CIRO Model

CIRO stands for Context, Input, Reaction, and Output. This model was designed to assess management training. So, if you want to assess management courses, it is an ideal choice.

Stage 1: Context

Assess the current situation of your company. List all the factors that might affect the training outcomes and what your organization is lacking concerning performance. As a result, you will have a list of needs that should be organized according to the following three levels:

  • The Ultimate Objective: The ultimate objective is to eliminate organizational shortcomings, such as poor customer service, low productivity, or low profit.
  • Intermediate Objectives: These steps are needed to reach the ultimate objective and often involve changes in employee work behavior.
  • Immediate Objectives: Since immediate objectives help change employees’ behavior, they usually require the acquisition of new skills and knowledge through training or changes in employees’ attitudes.

Stage 2: Inputs

In this stage, your goal is to identify the optimal training intervention. Explore all possible training methods and techniques, and think about how the training course will be designed, managed, and delivered to trainees. Also, analyze your company’s resources to see how to use them to achieve your objectives.

Stage 3: Reaction

At this stage, collect feedback from trainees about the training course. Focus on three main aspects:

  • Program content.
  • Approach.
  • Added value.

You aim to know whether trainees liked the course and what changes they suggest for the training program. Collect their recommendations and consider them when improving your program.

Stage 4: Output

At this stage, it is time to present the training results through four different measurement levels:

  • Trainee.
  • Workplace.
  • Team or department.
  • Company.

Select the level that aligns with the assessment objective and the available resources.

5. Anderson Learning Assessment Model

Unlike other models, Anderson’s Value of Learning Model takes a broader perspective, focusing on the company’s overall learning strategy rather than a specific training program. The model consists of three stages that help determine the best learning strategy for your organization’s needs.

Stage 1

Determine whether current learning programs are aligned with your company’s strategic priorities. For example, if your company’s strategic priority is to increase sales and expand its position on the market, training sales representatives aligns with your company’s strategy.

Stage 2

Assess the impact of learning on strategic results, using different measures to assess how much effect the training has had on achieving primary objectives.

Stage 3

Determine the most appropriate approach for your company based on the goals and values ​​of your stakeholders. Anderson offers four categories of measure:

  • Short-term benefits.
  • Long-term benefits.
  • Senior management trusts in learning contributions.
  • Value of learning.

Training Assessment

Training Assessment Tools

Training assessment tools are what you use to assess training programs. They typically fall into four categories: questionnaires, interviews, focus groups, observations, and one more learning management system (LMS) reporting. It’s common to use these training assessment methods together for a more comprehensive and accurate assessment. Now, let’s look at each one in more detail.

1. Questionnaires

The most widely used method for assessing training. They consist of questions designed to obtain valuable information from participants. This tool is great for assessing learners’ reactions after a program.

Pros

  • Gather a large amount of information.
  • Cost-effective.
  • Time-efficient.
  • Reaches a large group of participants.

Cons

  • Low response rate.
  • Some unreliable responses.
  • Ambiguous answers can’t be clarified.
  • Participants may interpret questions subjectively.

2. Interviews

The goal of interviews is to gather opinions and facts. They go deeper than questionnaires in exploring employees’ attitudes, behaviors, and mindsets. Interviews aren’t limited to traditional face-to-face meetings but can be conducted over the phone or online.

Pros

  • A better understanding of employees’ perspectives.
  • Allows asking clarifying questions.

Cons

  • Time-consuming.
  • Limited accessibility as each trainee is conducted individually.

3. Focus groups

This method combines the pros of questionnaires and interviews, allowing you to cover a large group of people and get deep insights. Focus groups may be the answer if you’re looking for qualitative data to gain a comprehensive understanding of employee perspectives but lack the resources to conduct individual interviews.

Simply group individuals based on specific characteristics relevant to your target audience, such as common working areas, common mistakes in job performance, or age. Then, conduct a group discussion to gather their reactions, thoughts, feedback, and recommendations.

Pros

  • Receive detailed feedback from multiple individuals at the same time.
  • Allows asking determining questions.

Cons

  • Time-consuming.
  • Requires a management team, including a supervisor and an assistant.
  • Requires a comfortable environment for people to speak freely and honestly.

4. Observations

An observation is perhaps the most effective way to see changes in behavior and attitudes after training. It is unique because it does not rely on what employees say about themselves or others. By observing employees at work, you can see with your eyes whether they are applying new skills and knowledge. However, this approach has its drawbacks.

Pros

  • Cost-saving.
  • Provides a realistic, unbiased perspective.
  • Provides valuable non-verbal information.
  • Can be conducted at the end of the course.

Cons

  • Time-consuming because it focuses on each individual.
  • May provide unreliable information because employees tend to improve their behavior when they know they are being observed.
  • Observations may be misinterpreted.
  • Failure to uncover the underlying causes of the employee’s attitude or behavior.

5. LMS Reports

A learning management system is software for delivering online programs to learners. Another system collects and analyzes data from your online programs within this system. This function enables you to identify weaknesses in your training courses. If you have designed a training program and assigned it to your employees, and notice no significant progress over time, then you can look at LMS reports.

If you notice that most of your employees have dropped out of the course at a certain point, analyze the potential gaps and then address them. Over time, you will see good results.

Pros

  • Time-saving.
  • Automates the assessment process.
  • Provides objective feedback from the system.
  • Easily detects weaknesses in the training program.
  • Available 24/7.

Cons

  • Limited to online programs only.
  • Does not delve into the reasons behind an employee’s attitude or behavior.

When is the best time to assess training?

Training programs can be assessed either while they are being developed or after they have been delivered. These two methods are called formative and summative assessment, respectively. Let’s delve deeper into each type.

1. Before the training is launched (formative)

Formative assessment helps you identify and resolve issues with the training course before it reaches the trainees. You can conduct a user acceptance test to ensure that the e-learning platform works well, or invite a focus group or subject matter expert to review the training to uncover potential weaknesses or errors.

2. After the training is completed (summative)

Summative assessment begins after the trainees have completed the course and includes methods such as surveys, interviews, and tests to gather feedback from them, which enables you to improve the program for future trainees.

Both types of assessment are important for enhancing training programs. Ideally, a company should conduct assessments before and after training. However, resources may not always allow for this comprehensive approach. Choosing one type of assessment can greatly improve the training program.

In conclusion

Many assessment methods and tools are available to assess training programs, each with its advantages and disadvantages. However, this does not mean that you should choose one approach; rather, it is advisable to use a combination of models and tools specifically designed for your company’s goals and objectives.