This document discusses methods for gathering feedback after an eLearning training session. It emphasizes using both qualitative and quantitative feedback to evaluate the impact of training. The Kirkpatrick model is presented as a framework to measure reaction, learning, behavior change, and results at four levels. Follow-up methods are suggested, including discussion forums, quizzes, and using social networks to continue the learning process after training. The document provides tips for gathering useful feedback, setting trainee expectations, and reporting progress and results to stakeholders.
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Agenda
Did the training have an impact?
TIP OF THE ICE BERG
• Qualitative vs Quantitative
• Kirkpatrick model
• Discussion forums
Methodology
• Reporting
• Follow-up
How to use the feedback
Tricks of the trade
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Methodology
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Qualitative deals with subjective feedback, what did they like and what did they not like
Quantitative deals with numerical feedback, giving trends and patterns.
Qualitative vs Quantitative
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Qualitative – Expressed in words
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“How did it compare to other
Sessions on this program/ on
this subject?”
“What did you specifically
dislike?”
“What did you specifically
like?”
“How will you use what you
learned during this training?”
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Quantitative – Rated in numbers
“How would you rate the format
and structure of the training?”
“How valuable do you think the
concepts and skills will be to
you in your work? “
" What is your overall opinion of
the course that you just took?”
“How would you rate the activities
and exercises in the session?”
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Kirkpatrick
Four levels of training evaluation (and sometimes there is a fifth…)
Learning
2nd level
”What did the trainees
actually learn?”
Reaction
1st level
"Did the trainees feel that
the training was worth
their time?”
Behaviour
3rd level
"Did the trainees put any
of their learning to use?”
Results
4th level
”What has changed, over
time?”
ROI
Theoretical?
”Show me the money”
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Kirkpatrick – practical application
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1st level
0
2nd level
-1
3rd level
3w
4th level
3m
Evaluation is given
immediately after
training is over.
Both Qualitative and
Quantitative
questions
Integral part of the
training
To measure learning,
both a post and a pre-
quiz is needed.
Pre-quiz also helps
prepare the trainee for
what is important
Pre and post quiz
Can be done through
local partners,
personally or
combined with
questionnaires
Observe
Requires the before
data, overview over
other actions taken
and ideally a control
group
Track results
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Ask the question first, then follow up
with the learning
Demanding style
Most LMS tools support modules that
have multiple paths, depending on
what trainee answers in questions
Multipath modules
Use discussion forums, local
champions and email/Yammer groups
to follow up after training
Learning groups
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Dealing with
stakeholders
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1. What is the problem the stakeholders
want to solve?
1. Expected result/impact
2. Was any new problems discovered
during training?
2. What are the next steps?
1. Individual follow ups
2. Progress reports
3. Building
3. Who took part and how did they score?
4. Increase your own visibility
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Post training follow up
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It is not up to (only)
you
• Ask trainees to recommend
others that would benefit from
the training
• Challenge trainees to support
and coach others with their new
knowledge/skills, e.g. be “local
champions”
P2P Learning
• Challenge the trainees with
a quiz, award best scores
• Add the previous training to
any rolling knowledge
assessment
Quiz
• Post statistics related to the
training
• Ask for feedback on how
training was applied and
share anecdotes
Communication
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Using social networks as feedback tools
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On the same level
• Exchange ideas and experiences
• Faster communication
• Identify high potential
• Written communication is often positive for
introverts
TRAINEE GROUPS
Invite managers to take part of the forums
and social groups, increasing engagement
and visibility
Increase visibility
• Write what they learned during training
• How did they apply the new
skills/knowledge
• Did the training lead to expected
outcomes, if so why? Or why not?
Challenge trainees
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PORTFOLIO PROJECTS 04
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RIGHT RANGE
Asking the trainees to
rate between 1-5 will
lead to a higher avg.
rating than 1-10
WORDS USED
In the feedback, are the
words negatively or
positively charged?
ASK
“What do you want to
learn” is a good start on
managing expectations
SET EXPECTATIONS
Inform trainees in
advance how they will
be measured, this will
lead to better scores
OPEN BOOK
If you use an Open book
style exam, start your
exam with 2-3 questions
referring to specific texts
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1
4
What do the trainees feel had the greatest
impact and how do they rate your training
overall
Use questions during training, to increase
engagement and drive learning (Discovery
learning)
Learning does not end with the trainee
leaving the “classroom.” Set expectations for
continued learning and continueto gather
data after end of training
Report both progress and final results to
stakeholders
MEASURE
PROGRESS
QUALITATIVE AND
QUANTITATIVE
Allows you to ask in-depth questions, discovering how users reacted, what they felt were particularly good. It also gives you good “sound bites” for your reports.
- Gives the voice of the individual trainee
The main benefit over quantitative feedback is that it allows for building a track record of how well a training have been received, across subjects and formats. It makes progress very visible and allows for easy reporting. Gives the voice of the overall trainee population - TIP: Ratings from 1-5 gives better overall scores, than 1-10. Especially in the Nordic countries) - TIP: Report in percentage scores
Kirkpatrick is perhaps the most known and well respected model for training evaluation. The four levels of the training model, is progressively growing in complexity and cost to implement. Most organizations can easily implement level 1 and 2, while level 3 requires investment. The fifth level is not technically first invented by Kirkpatrick, but it is often associated with the model.
Key for all these levels are that they are data driven, and level 2-4 should all be done in terms of Quantitative tracking, e.g. use of standard tracking sheets. Level 3 can also be measured through a trainees ability, to train another. If there is not distinct improvements, training will not have been successful.
Integrating Kirkpatrick with eLearning – 3 tipsAny other suggestions /ideas?
This is in the order of priority when giving feedback to stakeholders, it will help build training status. Training should also have Very few trainers use the data they collect to build their reputation with the managers who sent people on the courses, and as management information to senior managers who have control of the budgetWe achieved 95% Excellent or Good ratings". That is so much more compelling than "We got 67% Good ratings and 28% Excellent Ratings.
Discovery activity, eg “your results are 0% Poor, 4% Fair, 67% Good and 27% Excellent ratings.” How would you sell this to senior management?