Training on Trial: The Urgent Need to Meet the Needs of the Business Jim Kirkpatrick , PhD Wendy Kayser Kirkpatrick These slides are provided as a courtesy to those who have attended one of our classes or presentations. These are for internal use within your organization only; all rights reserved. We thank you in advance for respecting our intellectual property and refraining from duplicating, distributing, selling, or otherwise using this presentation in whole or part for your own profit or promotion. The following marks are the property of Kirkpatrick Partners, LLC : The Kirkpatrick Business Partnership ModelSM, KBPMSM, Return on ExpectationsSM, ROESM, and Chain of EvidenceSM © 2009 Kirkpatrick Partners, LLC. All rights reserved. The future of training “Training directors might be well advised to take the initiative and evaluate their programs before the day of reckoning arrives” - From Techniques for Evaluating Training Programs, by Don Kirkpatrick - ASTD Journal, November, 1959 © 2009 Kirkpatrick Partners, LLC. All rights reserved. Percentage of learning transfer 1975: Percentage of formal learning that is actually applied to the job: 15% 2005: Percentage of formal learning that is actually applied to the job 15% From Dana Robinson, ASTD ICE, 2008 © 2009 Kirkpatrick Partners, LLC. All rights reserved. Brinkerhoff Study Training Application Did not try new skills: 15% Tried new skills and failed: 70% Achieved sustained new behaviors: 15% - Josh Bersin and Associates, 2008 © 2009 Kirkpatrick Partners, LLC. All rights reserved. Causes of “training failure” Preparation and Readiness: 20% Learning Intervention: 10% Application Environment: 70% 2006 ASTD Study © 2009 Kirkpatrick Partners, LLC. All rights reserved. Typical Learning Investment P re-W ork 10% L earning E vent 85% F ollow-Up 5% Dr. Brent Peterson, Columbia University, 2004 ©2009, all rights reserved. “What is your job here at the hotel?” “I am a window washer.” ©2009, all rights reserved. “What is your job here at the resort?” “I am part of a team that creates great experiences for our guests!” ©2009, all rights reserved. What will we have to do to be found “not guilty”? We need to extend our role beyond the traditional definitions of learning. • • • • • ©2009, all rights reserved. Our expertise Our involvement Our influence Our impact Our value Kirkpatrick Four Levels Level 1: REACTION How training participants react to the training ©2009, all rights reserved. Kirkpatrick Four Levels Level 2: LEARNING To what degree participants acquire intended knowledge, skills, and attitudes based on participation in learning event ©2009, all rights reserved. Kirkpatrick Four Levels Level 3: BEHAVIOR To what degree participants apply what they learned during training on the job ©2009, all rights reserved. Kirkpatrick Four Levels Level 4: RESULTS The final outcomes that occur as a result of the training ©2009, all rights reserved. The Kirkpatrick Business Partnership ModelSM Identify NECESSITIES For Success Results PLEDGE to work together ADDRESS jury issues REFINE expectations to define outcomes Learning TARGET critical behaviors and required drivers Determine required KSAs, Learning Objectives Reaction Consider necessary learning environment Design and build learning program and evaluation tools Deliver learning program Analyze findings, adjust, repeat steps as necessary Business need identified Behavior Measure L2 Learning Measure L1 Reaction Initiate ongoing reinforcement and monitoring Measure L4 Results Measure L3 Behavior Prepare Chain of EvidenceSM to demonstrate ROE ROESM Present L4 Results findings © 2009. All rights reserved. Present L3 Behavior findings Present L2 Learning findings Present L1 Reaction findings Kirkpatrick Four Level Evaluation major principles 1. 2. 3. 4. 5. The end is the beginning ROESM is the ultimate indicator of value Business partnership is key Value must be created first Demonstrate value through a compelling Chain of EvidenceSM ©2009, all rights reserved. Drivers – encouragers or discouragers Coaching Mentoring Refreshers Critical Behaviors Business Results Executive Modeling Accountability Level 3 Evaluation ©2009, all rights reserved. Recognition Evaluation methods Evaluation Levels 1 Reaction 2 Learning 3 Behavior 4 Results Survey ● ● ● ● Questionnaire/Interview ● ● ● ● Focus Group ● ● ● ● Methods Knowledge Test/Check ● Work Review ● ● Skills Observation ● ● Presentations / Teach Back ● Action Planning ● ● ● ● Action Learning ● Key Business HR Metrics ©2009, all rights reserved. Chain of EvidenceSM Level 1 Reaction Level 2 Learning Level 3 Behavior Level 4 Results Gather data at all four levels and show that your training delivers true value to your organization. ©2009, all rights reserved. Four Practical Ways to Increase Training Effectiveness and Lower Costs 1. Show them the data 2. Conduct an impact study and showcase it 3. Review your training curriculum 4. Redeploy your resources to create leverage ©2009, all rights reserved. More Information and Support • We offer the following resources to organizations who want to ensure training provides true business value: – Consulting – Impact studies – In-house 2-day certification program • We also offer: – 2-day certification program public sessions – Books, articles, and white papers ©2009, all rights reserved. Seminar Hosting • Interested in hosting a Kirkpatrick seminar? – Hosting organizations receive free seats in the seminar (in exchange for providing a venue and marketing support). – For full details, please contact us. ©2009, all rights reserved. www.kirkpatrickpartners.com [email protected] (314) 961-4848 References • Kirkpatrick, D.L. and J.D. Evaluating Training Programs, 3rd Ed., Berrett-Koehler Publ., Inc. San Francisco, CA, 2006 • Kirkpatrick, D.L. and J.D. Transferring Learning to Behavior, Berrett-Koehler Publ., San Francisco, CA, 2005 • Kirkpatrick, D.L. and J.D. Implementing the Four Levels, Berrett-Koehler Publ., San Francisco, CA, 2007 • Kirkpatrick, J.K., and W.K. Kirkpatrick Then and Now: A Strong Foundation For the Future, Kirkpatrick Publishing, St. Louis, MO, 2009 • Kirkpatrick, J.K., and W.K. Training on Trial, AMACOM, New York, 2010 ©2009, all rights reserved.