TRAINING EVALUATION

Anything that is not measured can never be

effective
This Photo by Unknown Author is licensed under CC BY-NC
hoto by Unknown Author is licensed under CC BY-NC
 Kaufman’s Model of Learning
Evaluation (Kaufman’s Five Levels of
Evaluation)
 Level 1a: Input
This covers the training materials such as digital resources that are used to support
the training or coaching.
 Level 1b: Process
The second part of the first level measures process acceptability and efficiency. In
other words, the actual delivery of the learning experience.
 Level 2: Acquisition
Kaufman’s second level studies the payoffs for both individuals and small groups.
The ‘micro-level client’ would usually be the learner, so you would be studying
whether they acquired the learning and whether they used it on the job.
Kaufman’s Model of Learning
Evaluation (Kaufman’s Five Levels of
Evaluation)
 Level 3: Application
The third level evaluates how well participants utilize what they learned in their
on-the-job performance.
 Level 4: Organisational payoffs
Kaufman’s fourth level measures payoffs for the organization as a whole. The
‘macro-level client’ would typically be the business or organization undertaking
the evaluation. This level includes performance improvement evaluations and a
cost-benefit and/or cost-consequence analysis.
 Level 5: Societal Outcomes
Kaufman’s fifth level focused on what he termed ‘mega-level clients’. This could
refer to a business’ clientele and/or to society as a whole.
This Photo by Unknown Author is licensed under CC BY
This Photo by Unknown Author is licensed under CC BY
 THE CIRO MODEL

1970, Peter Warr, Michael Bird, and Neil

Rackham
 THE CIRO MODEL

• Context

• Input

• Reaction

• Output
 The Brinkerhoff model

Robert O. Brinkerhoff -2003

Success Case Method-SCM
• “How well does a program work in a best-
case scenario?”
• “When a program doesn’t work, what’s the
reason for this?”
 SCM METHOD

1. Plan a Success Case study.

2. Write an “Impact Model” that defines what success should
look like.
3. Write a survey that identifies best-case and worst-case
scenarios.
4. Document success cases and conduct interviews.
5. Draw conclusions, make recommendations and
communicate findings to stakeholders.
 Anderson Model of Learning
Evaluation-2006
 Anderson’s model is a three-stage cycle that helps an organization determine the
best training strategy for their needs.
 The three stages are:
 Stage 1: Determine the current alignment of training against strategic priorities for
the organization.
 Stage 2: Use a range of methods to assess and evaluate the contribution of
learning.
 Stage 3: Establish the most relevant approaches for your organization.