Evaluating interventions
While we are confident our learning interventions offer a high return on investment we know our clients need to have an objective measure of success. At an early stage we agree evaluation methods with you and are happy to use your in-house process if that meets your needs. If you decide you prefer a new procedure we will work with you to establish a system that produces the data you need.
In line with the Chartered Institute of Personnel and Development and most public departments, our own standard is based on the Kirkpatrick four-level evaluation model of Reaction, Learning, Behaviour, and Results. We have found most clients prefer our plain English version:
- Did they like it? (Level 1 - Reaction)
- Can they do it? (Level 2 - Learning)
- Will they do it? (Level 3 - Behaviour)
- How Much Value has it added? (Level 4 - Results)
We have worked with clients on a variety of specific evaluation projects and have helped clients achieve Investors in People. One of our IIP clients employs some 4,500 employees spread over 60+ locations. The evaluation systems introduced were firmly linked to planning training, and involved:
- Improved training needs identification
- Training plans incorporating measurable learning objectives - at individual, team and organisational levels
- Training interventions specifically designed to demonstrate that these objectives are met
- Introducing simple and speedy systems for senior management to evaluate broad costs and benefits of training.
We have also given a series of evaluation seminars attended by a range of blue chip companies.