TRAINING IMPACT ANALYSIS PRIMER

HIGH TEA
ANDREW OGUTU-VLMC LEAD CONSULTANT
SIRENGO MAURICE-VLMC CONSULTANT
It is easy to focus on the quality of training
rather than the impact of the learning.
To prove value, shift thinking from a quality
mindset to an impact and results mindset
INTRODUCTIONS


Over $130 Billion worldwide spent on learning and development
by June 2014
A FEW KEY FACTS ABOUT LEARNING AND
DEVELOPMENT SPENDING:
Spending on leadership development remains very high.
High-performing companies spend more.
Technology is revolutionizing this market
FOCUS SHOULD BE ON IMPACT-DRIVEN
TRAINING
EVALUATION IS APPLIES TO ALL TRAINING PROCESS
MODELS AND FRAMEWORKS OF
EVALUATION
Kirkpatricks Evaluation
(Expanded) Framework
CIPP (Galvin)
CIRO (Warr)
Brinkeroffs six stages
Systems Approach (Bushnell)
Jack Phillips Return on
Investment (ROI
Hamblins 5 levels





Indiana University taxonomy
Industrial Society stages
Kearns and Miller KPMT model
Nine outcomes model
Organizational elements model
Contemporary ROI models
Guskeys critical levels


Level 1: Reaction
Level 2: Learning
Level 3: Behavior
Level 4: Results

JUST AN EXAMPLE OF POPULAR----
KIRKPATRICKS FOUR-LEVEL MODEL OF EVALUATION
Levels of Evaluation vs. Value

ROI-FIFTH LEVEL
KEEP YOUR TRAINING PROGRAM FUNDED: 10
STEPS TO TRAINING ROI

It is easy to focus on the quality of training rather than the impact of the
learning. To prove value, shift thinking from a quality mindset to an impact
and results mindset.
10 STEPS TO TRAINING ROI
Step 1: Understand the Common Misconceptions of ROI
Step 2: Get Your Head Straight
Step 3: Start Early, Calculate Continuously
Step 4: Select a Methodology
Step 5: Build the Survey
Step 6: Create a Post Event Feedback Loop
Step 7: Determine a Cost Basis
Step 8: Do the Math
Step 9: Boost the Numbers
Step 10: Tell the Story



CREATING A POST-TRAINING EVALUATION
PLAN


With a strategy in place, you can get to Kirkpatrick's Level 3 and
Level 4and demonstrate the value of your program.

PRACTICAL, BUSINESS-PROVEN TIPS TO HELP
YOU CREATE A POWERFUL POST TRAINING
IMPLEMENTATION AND EVALUATION PLAN.
Begin with the end in mind
Build post-training activities during program
design
Explain performance expectations to learners
Use technology for support activities
Monitor findings and make adjustments

ROI is much more than a metric, it is a mindset.
Extending program performance indicators to
include learning effectiveness, job performance,
and business results shifts the focus of the
program from training delivery to organizational
impact. It is an important shift because it directly
aligns training with the goals and objectives of
the agency.
THANK
YOU
ANDREW OGUTU-VLMC LEAD
CONSULTANT
SIRENGO MAURICE-VLMC CONSULTANT

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