Impact
Train the trainer makes an impact
25/03/09 18:00
How do you evaluate the effectiveness of your
training? One of the best known frameworks for
distinguishing between different types of evaluation
comes from Donald Kirkpatrick. He constructed a four
level hierarchy of evaluation, each of which is
relevant and provides useful information to measure
the success of a training intervention.
At level 1 learner reaction to the training is measured, at level 2 learning during the course is assessed. Level 3 measures behaviour change back on the job and level 4 evaluation deals with the impact the training has on the organisation. This is the difficult one to measure, but it’s not impossible.
Those who attend an Impact training for trainers course regularly give us great feedback on what they think of the course (level 1) and demonstrate their new skills by presenting during and at the end of the course. (level 2) They and their managers report improved approaches to course development and presentation. (level 3) As for level 4, we as training consultants are not called upon to undertake before and after impact studies, and most people don’t, so we cant say.
Trainers, like teachers are in a unique position to impact the people in their care, and well trained staff are undoubtably having an impact on their organisations.
I would love to hear, and report in this blog, how some trainers have gone about measuring and documenting the success of their training interventions.
At level 1 learner reaction to the training is measured, at level 2 learning during the course is assessed. Level 3 measures behaviour change back on the job and level 4 evaluation deals with the impact the training has on the organisation. This is the difficult one to measure, but it’s not impossible.
Those who attend an Impact training for trainers course regularly give us great feedback on what they think of the course (level 1) and demonstrate their new skills by presenting during and at the end of the course. (level 2) They and their managers report improved approaches to course development and presentation. (level 3) As for level 4, we as training consultants are not called upon to undertake before and after impact studies, and most people don’t, so we cant say.
Trainers, like teachers are in a unique position to impact the people in their care, and well trained staff are undoubtably having an impact on their organisations.
I would love to hear, and report in this blog, how some trainers have gone about measuring and documenting the success of their training interventions.
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A new season for IMPACT! Training for Trainers course
24/08/08 21:11
My association with the
IMPACT course goes back nine years. The PIC
(Performance Improvement Centre) was part of the
Auckland College of Education and I was 'at the right
place at the right time.' I was co-opted in to the
team to help edit and write some of the material
before it was sent to the publishers. As an associate
of the PIC I was called in from time to time to
facilitate IMPACT train the trainer and other PIC
courses.
So whilst I am sad that Tom and Susan will be shutting the doors on PIC at this time, I am delighted and privileged to have been entrusted to fly the IMPACT flag for this season. We at Leading Edge Training wish Tom and Susan all the best in their respective new ventures. We look forward to working with the PIC clients who have supported and valued IMPACT over the many years of it's excellent service to New Zealand Trainers.
So whilst I am sad that Tom and Susan will be shutting the doors on PIC at this time, I am delighted and privileged to have been entrusted to fly the IMPACT flag for this season. We at Leading Edge Training wish Tom and Susan all the best in their respective new ventures. We look forward to working with the PIC clients who have supported and valued IMPACT over the many years of it's excellent service to New Zealand Trainers.
