Which of the following are training evaluation designs?
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5 evaluation methods to evaluate staff training resultsWhen commissioning training for your healthcare staff, consider the following 5 evaluation methods before investing in any training programs: 1. Satisfaction and participant reactionThe most basic evaluation of training measures satisfaction. Usually, the trainer will hand out a survey at the end of the course to see how the participants reacted to the training. We send out an electronic survey to measure satisfaction rates with our training courses. What specific levels of satisfaction and reaction to the training are you looking for? It could be:
In most cases, training evaluation begins and ends here. However, there are 4 other important ways to evaluate any training program. 2. Knowledge acquisitionThe second level of evaluation is knowledge acquisition. In our experience, many work-related training courses do not have an examination attached. A valid and reliable examination following training can help determine if the content was learned or not. It can flag participants that did not acquire the learning and further support those who did (potentially making them mentors). Also, it can flag trends of areas that may require further training or additional coaching. What specific knowledge and skill(s) do you want the participants to develop? As an example, our Increase telephone conversion rates course examination, also completed by participants online, asks questions like:
We find that participants take training more seriously when they know they will be requested to demonstrate what they learned after the training. So, we send participants the exam within a week of training, grade their responses, and share these with their line managers. This can help ensure that any gaps in knowledge can be quickly sown up so that participants don’t pick up new, poor habits. 3. Behavioural applicationThe third level of evaluation answers the question – are they applying what they learned. What behaviours are you seeking to change as the knowledge and skills are applied on the job following training? For our custom training programs, we evaluate behaviour (level 3), in addition to reaction (level 1) and knowledge acquisition (level 2). For example, for our Ready to Convert telephone enquiry handling course, we conduct at least 10 mystery calls before the training, record them and grade them according to the learning objectives of our course. After training, we conduct a further 10 mystery calls and compare their results with the results from the pre-training and present this report to management. This, more than anything else, can demonstrate the degree to which participants apply their new knowledge in the real world. That can provide clear evidence of who is applying the training and who is not, and can lead management to correct misapplication, and reward close application after training. 4. Measurable business improvementAt the end of the day, business training is about generating a business improvement. What specific business measures or KPIs (key performance indicators) do you want to change or improve as a result of the training? Our increase telephone conversion rates course, for example, has the following business improvement aims:
5. Return on investment (ROI)The last level of evaluation training relates to return on investment. What specific return on investment are you after as a result of the training? To evaluate your return on investment on healthcare telephone training for example, we suggest you
See this example of a telephone training return on investment calculation. By using these methods, we’ve been able to help large healthcare organisations, like Optimax Eye Clinics, generate a significant return on investment from their telephone training. Why you need to consider all 5 training evaluation methodsUsually, return on investment follows a business impact, a business impact follows application, application follows learning, and learning follows satisfaction with training. Choose a training company that understands how to evaluate training properly, and you can be confident that they monitor their client’s results, and improve their training protocols as a consequence. About the authorRod Solar Rod co-founded LiveseySolar and acts as a Fractional CMO for our customers. He’s on a mission to help transform the lives of 10,000 people through vision correction surgery by 2024. To achieve that, he inspires his customers to make confident decisions that will help 50,000 people take the first step towards vision correction. Get your Practice Marketing Score Take our FREE “Practice Marketing” quiz. Get your score and benchmark yourself to practices around the world.
Erik Chotiner, MD, FACS, Ophthalmologist
Dr Nick Mantell , MBChB FRANZCO
Mr Praveen Patel, MA (Cantab), MB BChir (Cantab), FRCOphth, MD (Res)
Dr Anton Van Heerden, MBChB; FRANZCO, Ophthalmologist Get your Practice Marketing ScoreTake our FREE “Practice Marketing” quiz. Get your score and benchmark yourself to practices around the world.
Related PostsMeet our FoundersWe’re passionate about helping leaders of high-quality, growth-minded practice owners double their practice revenue Rod SolarFounder & Fractional CMO Rod co-founded LiveseySolar and acts as a Fractional CMO for our customers. He’s on a mission to help transform the lives of 10,000 people with vision correction surgery by 2024. To achieve that, he inspires his customers to make confident decisions that will help 50,000 people take the first step towards vision correction. Read more LiveseySolar completely transformed the way we were approaching this… We’ve gone from having just the dream of having a practice to having a practice up and running with people making inquiries and booking for procedures… It’s extremely pleasing. We feel lucky we connected with LiveseySolar. — Dr Matthew Russell, MBChB,
FRANZCO, specialist ophthalmic surgeon and founder of VSON and OKKO
Laura LiveseyFounder & CEO Laura Livesey is the co-founder & CEO of LiveseySolar. She has developed powerful refractive surgery marketing systems that increase patient volumes and profits for doctors, clinics, and hospitals, since 1997. Read more Rod and Laura know as much about marketing surgery to patients as I know about performing it. They are an expert in the field of laser eye surgery marketing. They know this industry inside out. I believe that they could help many companies in a variety of areas including marketing materials, sales training and marketing support for doctors. — Prof. Dan Reinstein, MD MA FRSC DABO, founder of the London Vision Clinic, UK
Take your practice to the next level without losing sleep, money or both! Contact usServicesAdditional ResourcesGet your Practice Marketing ScoreTake our FREE “Practice Marketing” quiz. Get your score and benchmark yourself to practices around the world. Page load linkWhat are the 4 types of training evaluation?The Kirkpatrick Four-Level Training Evaluation Model is designed to objectively measure the effectiveness of training. The model was created by Donald Kirkpatrick in 1959, with several revisions made since.. Reaction.. Learning.. Behavior.. Results.. What is training evaluation design?Training evaluation is the systematic process of collecting information and using that information to improve your training. Evaluation provides feedback to help you identify if your training achieved your intended outcomes, and helps you make decisions about future trainings.
What 3 methods can be used to evaluate training?3 Best Methods to Evaluate Training Effectiveness. The Kirkpatrick Taxonomy. The Kirkpatrick Taxonomy is perhaps the most widely used method of evaluating training effectiveness. ... . The Phillips ROI Methodology. ... . The CIPP evaluation model.. What are the 5 levels of training evaluation?5 Levels of Training Evaluation. Level 1: Reaction, Satisfaction, and Intention. ... . Level 2: Knowledge Retention. ... . Level 3: Application and Implementation. ... . Level 4: Business Impact. ... . Level 5: Return on Investment (ROI) ... . Evaluation is Critical to Measuring Training Success.. What are the 5 models of evaluation?Let's explore five common models.. Kirkpatrick's Four Levels. You're probably familiar with the old Kirkpatrick model, which involves four levels of learning evaluation: ... . The Kirkpatrick-Phillips Model. ... . Anderson's Value of Learning Model. ... . Brinkerhoff's Success Case Method. ... . The Learning Transfer Evaluation Model (LTEM). What are the 2 forms of training evaluation?The main types of evaluations for training programs are: Formative. Summative.
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