| What do we have to do to convince our boss that | | | | individual, as well as demonstrating a significant return |
| further training will be a real enhancement to the | | | | on investment to the department. So, it's our job to |
| business? | | | | remind him of your phenomenal learning skills. |
| For those of us who have been in training for a long | | | | Remind him of how the last course went: 'It was a |
| time, there is a simple formula which when delivered | | | | brilliant course; the trainer was fantastic, the facilities |
| to the boss, makes it difficult for him or her to resist. | | | | first class and all of the support staff were really |
| It's called Kirkpatrick's evaluation model for training. | | | | switched on. It was a great experience. |
| Donald L Kirkpatrick was a professor at University Of | | | | Now move on to level 2: I learnt how to do |
| Wisconsin when he published his series of articles in | | | | spreadsheets, calculations, and functions and I |
| the Journal of American Society of Training Directors | | | | became so much more productive as a team |
| in 1959. A training phenomena was born. | | | | member. I am preparing myself to produce even |
| Kirkpatrick's training evaluation model uses four levels | | | | more advanced work. |
| which are: | | | | It's going well - now move on to level 3: My previous |
| Level 1: the reaction of student - how they enjoyed | | | | training has really made a difference to the team. I |
| the training experience and felt about it afterward. | | | | am more skilled and productive and now I'm working |
| Level 2: learning - the measurable hightening of core | | | | to develop the skills of less experienced staff when |
| skills and business flexibility. | | | | they have a problem. When I wake up in the |
| Level 3: behaviour - extent of behaviour and | | | | morning, I jump out of bed because I'm so excited |
| capability improvement and implementation/application. | | | | about the work and the professional progress that |
| Level 4: results - the effects on the business or | | | | I'm making. |
| environment resulting from the trainee's performance. | | | | And now level 4 - what are the distinguishing results |
| All these measures are recommended for full and | | | | of the training? Well at my last appraisal I was told |
| meaningful evaluation of learning in organizations, | | | | that my productivity has risen by 30% and my error |
| although their application broadly increases in | | | | rate has significantly been reduced. I am currently |
| complexity, and usually cost, through the levels from | | | | utilising my professional skills in helping less |
| level 1-4. | | | | experienced colleagues and I intend to run a |
| Think back to your last course? Examine Kirkpatrick's | | | | voluntary training session in the coming months. |
| four levels and then look for evidence which is | | | | If it's possible to persuade the boss that every cent |
| demonstrable to your boss, this evidence must | | | | of expenditure on your continuous professional |
| persuade him that more spending on your training will | | | | development will return an amazing return on |
| have proven benefits. | | | | investment, you are surprisingly closer to that |
| Your manager needs to know that your recent | | | | confirmatory signature. |
| training courses have had an impact on you as an | | | | |