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Measuring the Impact of eLearning: Turning Kirkpatrick’s Four Levels of Evaluation Upside Down


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Whether it’s to inform, to improve, to change—or a combination of these factors, training must have measurable outcomes that contribute to larger organizational goals. Good training evaluation techniques identify and measure the impact of learning on job performance and ultimately, organization-wide business results. When it comes to measuring eLearning, Donald Kirkpatrick’s Four Level of Evaluation model is one of the most widely used and respected worldwide.

Co-hosted by Paula Yunker, with 30+ years of instructional design experience and certification in Kirkpatricks Four Levels Evaluation—this webinar will explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We’ll discuss how to implement learning evaluation that’s practical and provides value but isn’t complicated, time consuming or expensive. Paula will also share her favorite learning evaluation resources after the webinar!

Check out the slides to learn more about:

- Why learning evaluation is critical for business results
- Kirkpatrick’s four levels of evaluation explained
- Aligning learning to organizational goals
- Typical challenges implementing evaluation in an organization
- Practical strategies for implementing learning evaluation
- Our favorite learning evaluation resources

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Measuring the Impact of eLearning: Turning Kirkpatrick’s Four Levels of Evaluation Upside Down

  1. 1. Hosted by Lambda Solutions and Limestone Learning Measuring the Impact of eLearning Turning Kirkpatrick’s Four Levels of Evaluation Upside Down E M P OW E R TA L E N T
  2. 2. Your Hosts Sean Hougan Marketing Coordinator Paula Yunker Managing Partner & Instructional Designer
  3. 3. Agenda 1. Lambda Solutions and Limestone Learning 2. Why learning evaluation is important. 3. Kirkpatrick’s four levels of evaluation explained. 4. Aligning learning to organizational goals. 5. Typical challenges implementing evaluation in an organization. 6. Practical strategies for implementing learning evaluation. 7. Favorite learning evaluation resources. 8. Q & A
  4. 4. • Our approach • Clients:
  5. 5. Totara & Moodle are 80% more cost effective Managed cloud hosting reduces your IT operating costs by more than 40% Over 12 years of experience and 600 customer implementations We Reduce The Cost Of Learning
  6. 6. Industry Leading Clients
  7. 7. Poll #1 What do you hope to gain from this webinar?
  8. 8. Why Learning Evaluation Is Important?
  9. 9. A Little History First…
  10. 10. Kirkpatrick’s Four Levels Of Evaluation
  11. 11. Level 1 - Reaction • Measures to what degree learners react favorably to the learning event. • The “smile sheet”.
  12. 12. Poll #2 Yes or no? Do you use level 1 learning evaluation?
  13. 13. Level 2 - Learning • Measures to what degree learners acquire the intended knowledge, skills and attitudes based on their participation in a learning event.
  14. 14. Poll #3 What level 2 learning evaluation do you use in your training courses/programs? • Pre-evaluation (formative) • During the learning event (formative) • At the end of the learning event (summative) • Level 2 isn’t used.
  15. 15. Level 3 - Behaviour • Measures to what degree learners apply what they learned during training when they are back on the job.
  16. 16. Poll #4 Yes or no? Do you or your organization use level 3 learning evaluation?
  17. 17. Level 4 – Results • Measures to what degree targeted business outcomes occur as a result of the learning event(s).
  18. 18. Poll #5 Yes or no? Do you or your organization use level 4 learning evaluation?
  19. 19. Level 5 - ROI
  20. 20. Turning The 4 Levels Upside Down
  21. 21. Aligning Learning To Organizational Goals
  22. 22. Strategies For Aligning Learning • Step 1: Identify the business need. • Step 2: Create the learning plan • Step 3: Measure the business results.
  23. 23. Step 1: Identify The Business Need Ask your key stakeholders and business partners: • What desired results do you want to realize? • What are the goals & business outcomes ? • What needs to change to meet those goals & business outcomes?
  24. 24. Step 1: Identify The Business Need (cont.) • What KPIs should change? • What needs to be learned to make those changes happen? • What will success look like to you?
  25. 25. Step 2: Create The Learning Plan Develop a learning and evaluation plan to meet the learning requirements based on step 1 answers: • What needs to be learned to achieve business outcomes? • What required KPAs are needed? • What learning experiences and practice are needed to become proficient?
  26. 26. Step 2: Create The Learning Plan (cont.) • When and how will these learning experiences and practice be best accomplished? • How and when will the learning be measured? • How will learning be applied to the job and how will that application be reinforced on the job?
  27. 27. Step 3: Measure The Business Results To identify how learning aligns to business outcomes and meets stakeholder/business partners needs: • What changes in business results & key performance indicators have been realized from the training program?
  28. 28. Step 3: Measure The Business Results (cont.) • For every dollar invested in training how many dollars does the organization get in return? Is the ROI significant enough to justify training? • What key intangible benefits (soft data) have been gained?
  29. 29. Poll #6 What are some examples of soft data?
  30. 30. Challenges Implementing Evaluation
  31. 31. Typical Challenges • Lack of buy-in from the top. • Ownership. • Unable/unwilling to measure and track evaluation on the job. • Lack of reinforcement on the job.
  32. 32. Strategies For Implementing Evaluation
  33. 33. Level 4 Implementation Strategies • Identify what training has the great impact. • Determine how important the need is to demonstrate value. • Involve stakeholders/ business partners • Determine who is responsible? • Start gathering data early.
  34. 34. Level 3 Implementation Strategies • Design relevant follow-up questions. • Administer 3 months post-training event individually, in groups, by survey. • Ask similar questions to others to get a fuller “picture”. • Create a Learning Action Plan. • Learning contract between the learner and the supervisor/manager.
  35. 35. • Create pre-evaluation that aligns to learning content/objectives. • Design a variety of informal formative evaluation tools; at least one per lesson/objective. • Design an end-of-course summative evaluation; use a checklist or rating scale to evaluate learning. Level 2 Implementation Strategies
  36. 36. • Go beyond a “smile sheet”. • Focus questions on the learning experience. • Make evaluation statements learner-centered. • Create questions that align with higher evaluation levels. • Consider using a 7, 9 or 11 point rating scale; only label each end of the scale. Level 1 Implementation Strategies
  37. 37. Favorite Learning Evaluation Resources • Evaluation websites. • Books/reference material. • Kirkpatrick Evaluation LinkedIn group. • Training and certification. • Industry and best practice research sites. • Limestone Learning blog.
  38. 38. Questions/Comments 1-877-700-1118 1-888-463-8489 Paula Yunker Managing Partner Sean Hougan Marketing Coordinator
  39. 39. TOLL FREE +1.877.700.1118 EMAIL CONTACT US