Wednesday, July 15, 2020

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Training Evaluation Mistake #7: Confusing Ability with Performance

Level 2 knowledge, skill, ability and competence – these are all valuable assets that typically require an investment of time, money and resources to obtain. They do not, however, ensure Level 3 on-the-job performance pay-off. Are you sure of the difference between the two?

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Do you think that your training budget and position in your organization are 100% secure? Do you believe that if your organization's leaders or executives value and speak well of training, your job is safe?

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Training Evaluation Mistake #5: Avoiding Measuring the Value of Training Because It’s Too Difficult

Do you avoid measuring the organizational value of your training because it seems too hard? Are you uncertain of how to get started? You are not alone. This week’s quick tip provides practical ideas that any training professional can use to get started.

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Using the Kirkpatrick Levels Sequentially

The quiz question related to this week’s topic was:

It is important to complete the Kirkpatrick levels sequentially: start with Level 1 and complete it before moving to Level 2, then complete Level 2 and move to Level 3, and so on.

The correct response (false) only eluded 28% of the respondents. It’s great to see the word getting out that the most effective way to apply the Kirkpatrick Model is not by using the levels in strict order.  

Level 1 Does Not Always Come First

In fairness, earlier writings on the four levels indicated that they were used sequentially. Observation refuted this, though.

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Thank you to the 947 people who completed the Knowledge of Training Evaluation Strategy quiz. If you missed it, you can still take it now and see your results at the conclusion.

This week, we continue to address each quiz question and provide background information.

Training Evaluation Mistake #3: Using Up All Training Evaluation Resources on Levels 1 & 2

The quiz question related to this topic yielded a quite even split of responses -- 57% true and 43% false:

A detailed post-program evaluation is important to complete for every program.

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This week, we continue to address each question in the Knowledge of Training Evaluation Strategy quiz and provide background information.

Training Evaluation Mistake #2: Not Concerning Yourself with On-the-Job Performance and Subsequent Results

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Did you know that you can add Kirkpatrick to your skills and expertise in your LinkedIn profile? Those who are Kirkpatrick certified qualify for this new endorsement.

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Waiting until after the training has been delivered to think about how its value will be measured

The good news is that 88% of the respondents to last week's quiz were not fooled by the question on this topic. They realize that the best time to think about how knowledge will be applied is actually before the training is created, so that an application plan can be integrated into the training program and activated shortly after completion.

Donald L. Kirkpatrick said it best in Evaluating Training Programs: The Four Levels:

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