Evaluations comparing Learning and Reaction
The Kirkpatrick model for evaluation incorporates 4 levels. Transferring learning into behavior requires HRD practitioners to plan learning and application strategies that will measure at least up to level 3 of the Kirkparick model for planned evaluation of the learning outcomes. The Kirkpatrick model evaluates the following 4 levels:
- Level 1 Reaction
- Level 2 Learning
- Level 3 Application
- Level 4 Results
Level 1 - Reaction
Detailed below are the evaluation results for 7 runs of a 2 days customer service training program that was conducted for a Singapore government agency.
A |
Program Evaluation in Favorable Response (Total) |
|
|
|
|
|
|
|
% |
1) |
Course content met my expectations |
78 |
89 |
74 |
77 |
76 |
84 |
77 |
79 |
2) |
Program was logically organized |
77 |
90 |
82 |
80 |
73 |
83 |
76 |
80 |
3) |
Program duration was just right |
74 |
89 |
75 |
68 |
79 |
87 |
79 |
79 |
4) |
Program is useful for my current and future needs |
83 |
90 |
78 |
75 |
74 |
83 |
79 |
80 |
5) |
Program fulfils my expectations |
78 |
91 |
75 |
75 |
74 |
84 |
80 |
80 |
6) |
Overall Rating for this course |
81 |
91 |
82 |
76 |
74 |
84 |
78 |
81 |
|
|
|
|
|
|
|
|
|
|
B |
Facilitator Evaluation in Favorable (Total) |
|
|
|
|
|
|
|
|
1) |
Facilitator is friendly and approachable |
92 |
92 |
92 |
89 |
89 |
94 |
88 |
91 |
2) |
Facilitator encourages questions and gives acceptable answers |
85 |
85 |
85 |
85 |
83 |
91 |
86 |
86 |
3) |
Facilitator's explanation In concepts & instructions is at an understandable level |
86 |
86 |
86 |
85 |
81 |
88 |
85 |
85 |
4) |
Facilitator’s delivery is interesting & engages our attention through out |
86 |
86 |
86 |
84 |
87 |
89 |
86 |
86 |
5) |
Facilitator has a balance of presentation, group participation and other activities to aid learning |
83 |
83 |
83 |
83 |
85 |
90 |
86 |
85 |
6) |
Overall Facilitator Rating |
88 |
88 |
88 |
86 |
85 |
90 |
86 |
87 |
Level 2 - Learning
Teamworkbound programs have always met the requirement of maintaining high scores for level 1 evaluation of reactions. Our training programs have also shown dividends at level 2 evaluation of learning. Specifically addressing level 2 evaluation of learning by getting the participants to complete an online test that was developed on our web site. 146 participants completed this facet of the evaluation on line. The results for the pre and post test were as follows;
Pre – Test Band |
Percentage % |
Fail |
60% |
50-60 |
26% |
60-70 |
8% |
70-80 |
6% |
80-90 |
0 |
90-100 |
0 |
Post – Test Band |
Percentage % |
Fail |
0 |
50-60 |
2% |
60-70 |
3% |
70-80 |
11% |
80-90 |
20% |
90-100 |
64% |
Teamworkbound also undertook a systematic audit of the employees who attended this training program. 85% of the learners were audited over a period of 12 weeks and quantifiable data was produced to showcase elements of skills learnt were being practiced at the work environment. Level 3 evaluation of application of skills undertaken systematically for this organization.
Our efforts and systematic customization of the curriculum, delivery and post program audit of skills led to a 2 placing improvement of this organization in an external survey that was conducted by Action Community for Entrepreneurship in 2009. This government agency, also bagged the prize for the organization that showed the most improvement in several dimensions in comparison to the previous year.
TeamworkBound training programs are holistic and carries a signature thumbprint of applying the skills that we facilitate are practiced in the work place. This is the difference that we bring to you in our training programs. Do contact us on e-mail if you want to find out more about our training programs on Customer service, Team dynamics, Leadership and Train the Trainer programs.
Ebnu Etheris, MA.IDT, B Ed&Trn