Evaluating Training Effectiveness

Once the training is complete and learners have been assigned their tasks, the only question remaining is, “Did the training work?” This question seeks an answer to the question of whether or not the training was effective. But what do we mean when we say it was “effective?”  Dr. Will Thalheimer has created the Learning Transfer Evaluation Model for corporate training that seeks to measure eight levels of effectiveness. See his model here. He defines the levels this way:

1. Attendance – The learner showed up for class
2. Activity – The learner participated in class, i.e. they paid attention, showed interest, and completed the activities
3. Learner Perceptions – The learner is queried on their performance such as comprehension, realistic practice, and motivation to apply the training (“How do you feel about the class?”)
4. Knowledge – Learners are able to answer questions about facts and terminology both in class and over time
5. Decision Making Competence – Learners are able to make good decisions when presented with realistic scenarios
6. Task Competence – Learner performs relevant realistic actions and decision making both during the training session and over time
7. Transfer – Learner is able to perform assigned tasks on the job in accordance with the training
8. Effects of Transfer – The learner’s actions have a measurable impact on the organization, the community, co-workers, etc.

The area we will focus on is Level 7 – Transfer. We want to see if the people we trained were able to use their training on the job to complete their assigned tasks. Additionally, we want to know if they are performing those tasks in the way we trained them and if not, why not? In order to do that, we need to get their feedback on how well they were able to put the training into practice on the job.

One of the tools we use for this is the Gateway Language Book Process Flow Project Feedback form located here:

https://drive.google.com/file/d/1qD_yMqlbelwMTxSdxiWoJn3BgwPbgH4B/view?usp=sharing