BESIG Annual Conference, Stuttgart, Germany November 16, 2012

Are we fulfilling our promise?

Assessing and reporting training quality
Menu of assessment methods: Surveys / Feedback forms Observation Interviews Testing Self-assessment Can do statements assessment Portfolios and projects Regular reports Status meetings Cancellations and renewals

Benefits of comprehensive training assessment program: Learner accountability Their dedication matters Organizational / professional development Strengths and areas for improvement Quality processes Sharing best practice Added / demonstrated value Client communications and relationships Value-based pricing vs. Cost-plus pricing Targeted sales leads (added services, target market)

Kirkpatricks Four Levels

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BESIG Annual Conference, Stuttgart, Germany November 16, 2012

Holtons External Factors

Ten training inputs

1. Needs 2. Objectives 3. Content 4. Participants 5. Schedule 6. Facilities 7. Instructor(s) 8. Training materials 9. Program coordination 10. Program evaluation

Reporting Questions
What is impacting our assessment? 10 Inputs? External factors? How do we improve? Change an input? Influence an external factor? What should we share internally? What should we share externally?

Copyright by Charles Rei under

BESIG Annual Conference, Stuttgart, Germany November 16, 2012

Workshop Notes
Reaction
Results:

Learning
I learned from todays session...

http://vot.rs/5ab67c

I would like to hear more about...

Behavior
How will you apply what you have learned from todays sessions?

And the others?

Results
What impact on your organization do you expect to see as a result of todays training sessions?

Copyright by Charles Rei under

BESIG Annual Conference, Stuttgart, Germany November 16, 2012

Contact:

Charles Rei charles.rei@reicommunicationtraining.com @Charlesrei1 http://www.reicommunicationtraining.com

Slide and handouts on my blog: http://businessenglishideas.blogspot.de/ Ongoing conversation at: BESIG Ning http://iatefl-besig.ning.com/

References
Holton III, E. F. (1996, Spring). The Flawed Four-Level Evaluation Model. Human Resource Development Quarterly, 7(1), 5-21. Kirkpatrick, D. L. (1994). Evaluating Training Programs: The Four Levels. San Francisco: Berrett-Koehler. Kirkpatrick, J. (2007, Aug). The Hidden Power of Kirkpatrick's Four Levels. T+D Magazine, pp. 34-37. Kirkpatrick, J. (2011, Spring). The New World Kirkpatrick Four Levels. The Canadian Learning Journal, pp. 19-21. Maister, D. H. (1993). Managing the Professional Services Firm. New York: Simon & Schuster. O'Toole, S. (2009, Aug). Kirkpatrick on Evaluation: Not Crazy After All These Years. Training and Development in Australia, pp. 23-25. Praslova, L. (2010). Adaptation of Kirkpatrick's Four Level Model of Training Criteria to Assessment of Learning Outcomes and Program Evaluation in Higher Education. Educational Assessment, Evaluation & Accountability(22), 215-225. Steensma, H., & Groeneveld, K. (2010). Evaluating a Training Using the "Four Levels Model". Journal of Workplace Learning, 22(5), 319-331. Stoel, D. (2004, Jan). The Evaluation Heavy Weight Match. T+D Magazine, pp. 46-48.

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