Spanning eight total learning hours, Training Industry’s Measuring the Impact of L&D Certificate program is completed online over the course of two half-days. This Training Industry course offers the chance to participate in a virtual instructor-led (VILT) class with ample time for discussion, analysis, real-world examples and case studies designed to help you measure training and development effectiveness in your organization.

PREWORK:
  • My Evaluation Plan: Complete a template designed to help you identify your current training metrics and measurement strategies.
  • The Kirkpatrick Model for Evaluating Training Pre-read

DAY 1

APPROACHES TO TRAINING EVALUATION

  • Discussion of your previous experience with measuring training effectiveness.
  • Introduction to:
    • Kirkpatrick’s Four Levels of Training Evaluation.
    • Training and Development Return on Investment (ROI).
    • L&D Transfer Climate Analysis.

LEARNER REACTIONS (KIRKPATRICK “LEVEL 1”)

  • When learner feedback (i.e., “smile sheets”) is important.
  • Level 1 Metrics: Affective reactions versus knowledge acquisition.
  • Reporting on L&D effectiveness using Level 1 results.

LEARNING (KIRKPATRICK “LEVEL 2”)

  • When it is important for you to measure L&D effectiveness and types of learning (e.g., knowledge or skill acquisition, attitude or motivational change).
  • Collecting your training and development Level 2 Metrics and visualizing your training effectiveness results:
    • Pre-post training test
    • Knowledge check
    • Post-training test only
    • Control group
  • Reporting on training and development effectiveness using Level 2 results.

BEHAVIOR CHANGE (KIRKPATRICK “LEVEL 3”)

  • When it is important for you to measure the impact of training and development on behavior.
  • Choosing a methodology to measure training and development effectiveness using Level 3:
    • Pre-post training assessment
    • Post-training assessment/Retrospective pre-training test
    • Control group
    • Multi-rater feedback on training and development relevant behavior
  • Choosing and tracking key performance indicators (KPIs), training metrics and target behaviors.
  • Reporting on training related behavior change.

BUSINESS IMPACT (KIRKPATRICK “LEVEL 4”)

  • When it is important for you to measure training effectiveness.
  • Understanding training and development-relevant business metrics.
  • Identifying the impact your trainees have on your target training metrics.
  • Defining business improvement and understanding sources of training and development data.
  • Isolation techniques and visualization:
    • Control group
    • Participant attribution
    • Participant estimation
  • Reporting on training and development effectiveness using Level 4 results.

DAY 2

RETURN ON INVESTMENT (ROI)

  • Defining ROI/the basics of the ROI formula.
  • Calculating the components of your ROI formula.
  • Understanding your training ROI calculation results.

TRANSFER CLIMATE ANALYSIS

  • Defining the training transfer climate and identifying common factors that impact the transfer of training.
  • Choosing the right climate factors.
  • Collecting L&D climate data.

CASE STUDIES

  • Leadership training evaluation
  • Sales training evaluation
  • Conflict management training evaluation
Capstone Activity
  • Application in Your Own Training and Development Programs: Complete a training evaluation plan for one or more of your learning and development programs.

WANT TO LEARN MORE?

Visit the FAQs page, or contact us to speak to someone directly.

 

 

 

 

List of Job Aids and Resources You’ll Receive Throughout the Program:

  • Executive Summary Results Template
  • Training Cost Calculator
  • Kirkpatrick Level 3 and 4 “Cheat Sheets”
  • Step-by-Step Guide to Isolating the Impact of Training
  • Visualizing Training Results Template
  • Curated collection of Training Industry resources focused on measuring the impact of L&D including webinars, podcast episodes, magazines, and e-books