{"id":81613,"date":"2020-07-14T17:42:55","date_gmt":"2020-07-14T15:42:55","guid":{"rendered":"https:\/\/www.quiddis.com\/?p=81613"},"modified":"2021-01-28T10:24:39","modified_gmt":"2021-01-28T09:24:39","slug":"training-evaluation-how-to-measure-the-effectiveness-of-elearning","status":"publish","type":"post","link":"https:\/\/www.quiddis.com\/en\/training-evaluation-how-to-measure-the-effectiveness-of-elearning\/","title":{"rendered":"Training evaluation: how to measure the effectiveness of eLearning"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">One of the <\/span><b>main issues<\/b><span style=\"font-weight: 400;\"> with <\/span><b>training and eLearning<\/b><span style=\"font-weight: 400;\"> is related to the <strong>evaluation of <\/strong><\/span><b>the effectiveness<\/b><span style=\"font-weight: 400;\"> of the learning process: <\/span><b>Kirkpatrick Four Levels model <\/b><span style=\"font-weight: 400;\">and its evolution, the <\/span><b>Phillips ROI Methodology<\/b><span style=\"font-weight: 400;\">, as well as the <\/span><b>Brinkerhoff\u2019s Success Case Method <\/b><span style=\"font-weight: 400;\">can help with. Learn all about these models and how to use them in the article.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_81 counter-flat ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\"><p class=\"ez-toc-title\" style=\"cursor:inherit\"><\/p>\n<\/div><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.quiddis.com\/en\/training-evaluation-how-to-measure-the-effectiveness-of-elearning\/#THE_KIRKPATRICK_FOUR_LEVELS\" >THE KIRKPATRICK FOUR LEVELS\u00a0<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.quiddis.com\/en\/training-evaluation-how-to-measure-the-effectiveness-of-elearning\/#THE_PHILLIPS_ROI_METHODOLOGY\" >THE PHILLIPS ROI METHODOLOGY\u00a0<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.quiddis.com\/en\/training-evaluation-how-to-measure-the-effectiveness-of-elearning\/#BRINKERHOFFS_SUCCESS_CASE_METHOD\" >BRINKERHOFF\u2019S SUCCESS CASE METHOD<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.quiddis.com\/en\/training-evaluation-how-to-measure-the-effectiveness-of-elearning\/#OTHER_EVALUATION_TECHNIQUES\" >OTHER EVALUATION TECHNIQUES\u00a0<\/a><\/li><\/ul><\/nav><\/div>\n<h4><span class=\"ez-toc-section\" id=\"THE_KIRKPATRICK_FOUR_LEVELS\"><\/span><b>THE KIRKPATRICK FOUR LEVELS\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><b>Donald Kirkpatrick<\/b><span style=\"font-weight: 400;\"> developed his<\/span><b> four levels model<\/b><span style=\"font-weight: 400;\"> to measure training effectiveness for his <\/span><b>PhD dissertation<\/b><span style=\"font-weight: 400;\"> in the<\/span><b> mid-Fifties<\/b><span style=\"font-weight: 400;\"> and today it is the<\/span><b> most widely used<\/b><span style=\"font-weight: 400;\"> model for this purpose.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The model is based on many variables that take into account <\/span><b>four different aspects <\/b><span style=\"font-weight: 400;\">of training. <\/span><b>Level one <\/b><span style=\"font-weight: 400;\">is the <\/span><b>participants\u2019 reaction to the training<\/b><span style=\"font-weight: 400;\">, namely what <\/span><b>perception <\/b><span style=\"font-weight: 400;\">students have about their training experience, collected by <\/span><b>surveys <\/b><span style=\"font-weight: 400;\">to be completed at the end of a course. This level of evaluation is obviously quite <\/span><b>subjective<\/b><span style=\"font-weight: 400;\">, but can still help to <\/span><b>collect useful insight<\/b><span style=\"font-weight: 400;\"> to <\/span><b>improve training delivery<\/b><span style=\"font-weight: 400;\"> and <\/span><b>spot possible issues<\/b><span style=\"font-weight: 400;\">, especially in eLearning.\u00a0<\/span><\/p>\n<p><b>Level two<\/b><span style=\"font-weight: 400;\"> of the model regards <\/span><b>what participants have learnt<\/b><span style=\"font-weight: 400;\"> in the course. This can be measured by <\/span><b>post-tests or simulations and assignments<\/b><span style=\"font-weight: 400;\">, designed to make sure that all the students have reached the set <a href=\"https:\/\/www.quiddis.com\/en\/blooms-taxonomy-learning-objectives-training-needs\/\" target=\"_blank\" rel=\"noopener noreferrer\">learning objectives<\/a> in terms of <\/span><b>knowledge, skills and attitudes<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The following <\/span><b>level<\/b><span style=\"font-weight: 400;\">, the <\/span><b>third<\/b><span style=\"font-weight: 400;\">, takes into account the <\/span><b>new behaviours developed<\/b><span style=\"font-weight: 400;\"> as a result of the training. In particular, it measures whether students <\/span><b>apply what they have learnt<\/b><span style=\"font-weight: 400;\"> on the job, by surveys or direct observation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>fourth and last level<\/b><span style=\"font-weight: 400;\"> evaluates which <\/span><b>business results<\/b><span style=\"font-weight: 400;\"> have been achieved, in terms of <\/span><b>actual improvements<\/b><span style=\"font-weight: 400;\">, thanks to the training.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is important to underline that the Kirkpatrick model works best when<\/span><b> training outcomes<\/b><span style=\"font-weight: 400;\"> to measure are relatively <\/span><b>isolated from other factors<\/b><span style=\"font-weight: 400;\">, since this allows to have a higher degree of accuracy. On the other hand, to be able to isolate the impact of training it may be necessary to do <\/span><b>extra work<\/b><span style=\"font-weight: 400;\">, for example pre-testing participants to confront results with post-tests, which may <\/span><b>not be always worthwhile<\/b><span style=\"font-weight: 400;\"> to do. To use this model in an effective way, then, it can be useful to work backward from level four to one, relating desired business goals to the training.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"THE_PHILLIPS_ROI_METHODOLOGY\"><\/span><b>THE PHILLIPS ROI METHODOLOGY\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><b>Jack Phillips<\/b><span style=\"font-weight: 400;\"> improved Kirkpatrick&#8217;s four-level model adding a <\/span><b>financial component<\/b><span style=\"font-weight: 400;\">, in particular with <\/span><b>two more levels<\/b><span style=\"font-weight: 400;\">. <\/span><b>Level zero<\/b><span style=\"font-weight: 400;\"> represents <\/span><b>program inputs<\/b><span style=\"font-weight: 400;\">, like the number of students enrolled in the course or the cost of the training. Connected to this, <\/span><b>level five<\/b><span style=\"font-weight: 400;\"> is eventually the <\/span><b>ROI <\/b><span style=\"font-weight: 400;\">&#8211;<\/span><b> Return On Investment<\/b><span style=\"font-weight: 400;\"> &#8211; which helps to measure the<\/span><b> financial impact<\/b><span style=\"font-weight: 400;\"> of the training, comparing it to <\/span><b>analyzed inputs<\/b><span style=\"font-weight: 400;\"> and therefore<\/span><b> isolating it<\/b><span style=\"font-weight: 400;\"> from other factors.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"BRINKERHOFFS_SUCCESS_CASE_METHOD\"><\/span><b>BRINKERHOFF\u2019S SUCCESS CASE METHOD<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">A different point of view is represented by <\/span><b>Brinkerhoff&#8217;s Success Case Method<\/b><span style=\"font-weight: 400;\">, which addresses the issue of <\/span><b>results variation within the class<\/b><span style=\"font-weight: 400;\">. This method aims to identify <\/span><b>what makes some people more successful<\/b><span style=\"font-weight: 400;\"> than others, in order to spread that behaviour to everyone, using an<\/span><b> impact model<\/b><span style=\"font-weight: 400;\">: starting with the business goals for the training and <\/span><b>moving backwards<\/b><span style=\"font-weight: 400;\">, to clearly highlight how training can benefit the business.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Compared to other models, Brinkerhoff&#8217;s Success Case Method helps with <\/span><b>two main recurrent issues<\/b><span style=\"font-weight: 400;\">: students <\/span><b>don\u2019t always implement <\/b><span style=\"font-weight: 400;\">everything they have learnt in training and, on the other side, <\/span><b>many external factors<\/b><span style=\"font-weight: 400;\"> can negatively influence training results. This method can help to make the most of training programs,<\/span><b> improving its value<\/b><span style=\"font-weight: 400;\"> for participants and businesses.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"OTHER_EVALUATION_TECHNIQUES\"><\/span><b>OTHER EVALUATION TECHNIQUES\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">In addition to the models we have described, sometimes it may be necessary to only <\/span><b>focus on one specific piece of information<\/b><span style=\"font-weight: 400;\"> in relation to the training.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, the <\/span><b>evaluation <\/b><span style=\"font-weight: 400;\">could be based on <\/span><b>performance<\/b><span style=\"font-weight: 400;\">, looking at <\/span><b>skills <\/b><span style=\"font-weight: 400;\">participants can <\/span><b>demonstrate on the job<\/b><span style=\"font-weight: 400;\"> after the training.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the other hand, it could be useful to apply for<\/span><b> external recognition<\/b><span style=\"font-weight: 400;\">, like <\/span><b>industry best practice awards<\/b><span style=\"font-weight: 400;\">, which can help to have a<\/span><b> more objective evaluation<\/b><span style=\"font-weight: 400;\"> of results and also promote <\/span><b>training sponsorship<\/b><span style=\"font-weight: 400;\"> within the company.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another trend in training evaluation regards the <\/span><b>application of predictive analytics<\/b><span style=\"font-weight: 400;\">: instead of looking backward, this approach aims to<\/span><b> influence the results<\/b><span style=\"font-weight: 400;\"> of the program before they happen, by using collected data to <\/span><b>improve future training<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Of course, there are<\/span><b> many different ways<\/b><span style=\"font-weight: 400;\"> to evaluate training, according to the desired goals and context: it is important to <\/span><b>choose the most appropriate<\/b><span style=\"font-weight: 400;\"> one that helps you generate <\/span><b>useful insight<\/b><span style=\"font-weight: 400;\">, to keep training under control and make sure that it is <\/span><b>effective<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Do you want to know more about training? Read our next articles! <\/span><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3 style=\"text-align: center;\">Did you like this article? Share it!<\/h3>\n","protected":false},"excerpt":{"rendered":"<p>What do Kirkpatrick&#8217;s, Phillips&#8217;s e Brinkerhoff&#8217;s models can be useful for? Learn all about training evaluation in the article!<\/p>\n","protected":false},"author":2,"featured_media":81615,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"rs_blank_template":"","rs_page_bg_color":"","slide_template_v7":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-81613","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-elearning"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Training evaluation: how to measure the effectiveness of eLearning<\/title>\n<meta name=\"description\" content=\"What do Kirkpatrick&#039;s, Phillips&#039;s e Brinkerhoff&#039;s models can be useful for? 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