1. Reaction: This level focuses on learners' immediate reactions to the training. It assesses how much they liked the program, found it useful, and whether they felt engaged.
* Examples: Surveys, feedback forms, participant satisfaction ratings
2. Learning: This level measures what participants learned during the training. It assesses knowledge acquisition, skills development, and the ability to apply what they learned.
* Examples: Tests, quizzes, simulations, pre/post-tests, skill demonstrations
3. Behavior: This level examines how participants apply their new knowledge and skills on the job. It measures changes in their behavior, performance, and work processes.
* Examples: Observations, performance reviews, peer feedback, performance data
4. Results: This level focuses on the impact of the training on organizational outcomes. It assesses how the training contributed to achieving business goals, such as increased productivity, reduced errors, or improved customer satisfaction.
* Examples: Sales figures, customer satisfaction ratings, productivity metrics, cost savings
5. Return on Investment (ROI): This level goes beyond simply measuring impact to quantify the financial benefits of the training. It considers the costs of training versus the value generated through improved performance and results.
* Examples: Cost-benefit analysis, return on investment calculations
Here is a summary table for easy reference:
| Level | Focus | Examples |
|---|---|---|
| Reaction | Learners' immediate reactions | Surveys, feedback forms, participant satisfaction ratings |
| Learning | What participants learned | Tests, quizzes, simulations, pre/post-tests, skill demonstrations |
| Behavior | Application of learning on the job | Observations, performance reviews, peer feedback, performance data |
| Results | Impact on organizational outcomes | Sales figures, customer satisfaction ratings, productivity metrics, cost savings |
| ROI | Financial benefits of the training | Cost-benefit analysis, return on investment calculations |
It's important to note that not all levels are equally important for every training program. The specific levels you choose to evaluate will depend on the goals of the training and the resources available.
However, aiming to assess all five levels provides the most comprehensive and valuable insights into the impact of training on individual performance and organizational success.