2.8.A Knowledge of models and methods to evaluate the impact of learning and talent development solutions.
These are notes, so don’t mind typos.
Evaluation is a multilevel, systematic method for collecting, analyzing, and interpreting data to confirm the effectiveness of talent development initiatives.
The Kirkpatrick four-level evaluation model was first published by ASTD in 1959. Through the years, it has been refined, identifying four levels of evaluation:
Level 1: Reaction measures the degree to which participants find the program favorable, engaging, and relevant to their jobs.
Level 2: Learning measures the degree to which participants acquire the intended knowledge, skills, attitudes, confidence, and commitment.
Level 3: Behavior measures the degree to which participants apply what they learned during the program when they are back on the job.
Level 4: Results measures the degree to which targeted outcomes occur as a result of the program (Kirkpatrick and Kirkpatrick 2016).
The Phillips’s process for determining the ROI of performance yields six types of data:
Level 1: reaction and planned action
Level 2: learning
Level 3: application and implementation
Level 4: business impact
Level 5: return on investment
Intangible measures
2.8.1.11 The Balanced Scorecard Approach
Using a balanced scorecard is a way for organizations to evaluate effectiveness with more than financial measures (Kaplan and Norton 1996). This model consists of measuring effectiveness from four perspectives:
The customer perspective. Did the solution, initiative, or practice meet the customer’s need or expectation?
The innovation and learning perspective. Did users gain the needed skills or knowledge?
The internal business perspective. Did the solution, initiative, or practice have an effect back on the job?
The financial perspective. Did the solution, initiative, or practice have a financial payoff?
The balanced scorecard approach involves an entire organization, not just talent development
Articles
- What’s the Difference Between Return on Expectations and Return on Investment?
- L&D’s Struggle With Learning Evaluation
- Leadership Development: What’s Evaluation Got to Do With It?
