This document discusses Qoveo, a training effectiveness company founded in 2007 in France with subsidiaries in Tunisia, Russia, and Morocco. It has around 30 employees total across locations. Qoveo offers a suite called Qopilot to enhance human capital and digital learning services like consulting, engineering, design, and support for training projects. The document then discusses how many training programs fail to achieve expected organizational benefits and introduces Kirkpatrick's four-level training evaluation model to measure reaction, learning, behavior change, and results of training. It notes challenges with higher evaluation levels.

1. Training Effectiveness

3. Qoveo
2007 Creation Qoveo France
Headquarter - Capital 666 063 €
10 employees
General Management
R&D – Project Management
Marketing & Sales
2011 Creation Qoveo Tunisia
Wholly-owned subsidiary
15 employees
Software & multimedia development
Local project management
2012 Creation Qoveo Russia
Wholly-owned subsidiary
3 employees
Sales company
Local project management
2012 Creation Qoveo Morocco
Wholly-owned subsidiary
3 employees
Sales company
Local project management

4. Human Capital
With Qopilot suite, enhance your human
capital to help your organization achieve its
objectives and get the benefits of social
learning & [net]working.

5. Digital Learning
Project
Consulting & Engineering
of Training
Design & Production
Customizable catalog
Deployment Support & Scalability
A complete range of pedagogical engineering,
from plan’s design to deployment.

7. Training Effectiveness?
Many training programs fail to deliver the expected
organizational benefits.
Business environment is not standing still.
Is Russian market more concerned than other
countries?

8. Model
Level 4 - Results
Level 3 - Behavior

9. Model
Level 1: Reaction
Consider addressing these questions:

10. Model
Level 2: Learning
Start by identifying what you want to evaluate:
Measure these areas both before and after training.

11. Model
Level 3: Behavior
Consider these questions:
Note that:

12. Model
Level 4: Results
Some outcomes to consider, depending on the objectives of your
training:

13. Model
Considerations:
Time-consuming and expensive to use levels 3 or 4.
It can be expensive and resource intensive to "wire up an
organization" to collect data.
The model also assumes that each level's importance is greater
than the last level, and that all levels are linked.
Organizations change in many ways, and behaviors and results
change depending on these, as well as on training.
Many variables can be changing in fast-changing organizations
that analysis at level 4 can be limited in usefulness.

15. rapid growth
Digital Learning