Training managers know if their programs really add to the bottom line by evaluating your results against their customers’ goals. And, with the Internet’s rise, and recently mobile devices, this has become a lot easier.

But before one can get into more detail, it’s important to take a look at all the steps involved in evaluating training:

Getting to know the organization’s goals

At this point, a baseline is established: how is the organization currently doing with regard to its goals?

Making sense out of it

Translating the organization’s goals into employee competencies by consulting the employees themselves as well by asking them, “What do you need to learn to do an even better job?”

Gap analysis

Measuring the gap between the required competencies and the current knowledge and skill levels entails developing measurements first, such as assessments, quizzes, and 360 degree feedback.

Designing a program

Once the norm and the current deviation of the norm are established, one is ready to design a training program. Training should strive to close the gap between the expected competencies and the current knowledge and skill levels.

Performing and evaluating

Performing the actual training (start by referring back to the input the employees gave when they were asked what they needed to learn). At the end of the training, use an automated questionnaire to evaluate the training.

Evaluating learning and behavior

Asking questions such as, “Did the trainees actually acquire new skills and knowledge?” and, “are they employing their newly acquired competencies in the workplace?” is key.

Evaluating accomplishment

Evaluating the accomplishment of the organization’s goals against the baseline from step one. Ask if there is a specific positive ROI for this training?

The Kirkpatrick Model is a taxonomy of criteria (levels) for evaluating training.

Levels 1 and 2

Levels 1 and 2 (reaction, learning) are traditionally the easiest evaluation levels. One can use paper and pencil or online tools to gather the data. A learning management system (LMS) usually offers additional tools such as remediating training activities for any insufficiencies.

Level 3

Traditionally, the level 3 evaluation (how the training is applied on the job) takes place by simply having the line manager ask employees if they are applying the training they went through a few months ago in their job. And if they can provide examples.

Some other ways to evaluate training:

● Automated 360 degree feedback: automatically notify other employees to fill out the online feedback forms for their co-worker. The same goes for any other type of assessment: put it online, this makes it easier to process the data.

● Online interactive training: put the theory online (this may not apply to practical hands-on training). Have the trainees prepare the face­-to­-face sessions by inviting them online and pointing them to the documentation and interactive training. After the training keep recording usage of the online interactive training. This gives you some indication as to whether trainees are trying to actually implement the training on the job.

● Online work related tools: provide tools to effectuate the desired change; measure usage of said tools. For example, to prepare trainees for a sales presentation, the trainer may create a checklist. Just put this checklist online and keep track of who’s using it and how frequently.

● Peer training facilitation: provide tools to disseminate information among co-workers: are your trainees spreading the word once they’re back on the job? Keep records to measure long term training success.

Level 4

Level 4 is about evaluating the accomplishment of the organization’s goals. This is actually a job for line managers (or management in general), but part of it should be of interest to you as a trainer, too. Namely, is there a positive return on investment for the training specifically?

Additionally, training managers should be aware of competency management software — a tool keeping track of employees’ competencies. Some learning management systems offer this option, as well.

Remember, it is easier to correlate the success of an organization with the knowledge and skills of the employees with competency management software.