Evaluate your employees, partners and clients
The Kirkpatrick model presents 4 levels of learning evaluation. A 5th level from Philips is added on top.
- Reactions: to evaluate how learners reacted to the training, through satisfaction surveys, opinion polls, on-the-spot or delayed assessments
- Learning: to measure what trainees have learnt (knowledge, know-how and attitudes), before (diagnosis, positioning), during (discovery, practice, progress monitoring) and after (validation, skill evaluation) the training
- Behaviour / transfer: to evaluate if learners apply what they learned once back on the job, with the intervention of a mentor, a coach or a manager (exchanges, advice and follow-up)
- Results: to measure the learning impact on learner and on overall company’s results, with individual and collective data analysis (productivity, increased sales, increased revenue, customer satisfaction, quality of delivered services, reduced number of accidents…)
- Return on Investment (ROI): to evaluate if the training investment has a positive ROI, in other words, if the benefits from training programs are higher than the overall costs of training
The MOS Chorus LMS platform, an evaluation system applicable
The - To face-to-face training and eLearning
- To online and offline modes
- To personality, skill and aptitude tests
- To diagnostic assessment and self-diagnosis
- To surveys, polls, satisfaction questionnaires
- To certification and benchmarking process