Introduction
Evaluating training effectiveness is a major challenge in learning and development. Stakeholders want evidence that investments in training are paying off. Two widely recognized frameworks, Kirkpatrick’s 4 Levels and Phillips’ ROI Model, provide methods to measure impact systematically.
Kirkpatrick’s 4 Levels
- Reaction: Did learners enjoy the training and find it relevant?
- Learning: Did knowledge and skills improve?
- Behavior: Did learners apply new skills on the job?
- Results: Did training improve business outcomes?
Phillips ROI Model
Phillips added a fifth level: Return on Investment. This involves converting results into financial terms and comparing them to program costs. While more complex, it helps secure executive support by demonstrating dollar-for-dollar value.
Data Collection Methods
Surveys, pre- and post-tests, observation, and performance data all play a role. For ROI, isolate the effect of training from other variables using control groups or trend comparisons.
Case Example
A sales training program reported a 10 percent increase in close rates. After isolating external factors, 6 percent of that increase was attributed to the training. With revenue uplift calculated and costs deducted, the ROI was 250 percent.
Conclusion
Kirkpatrick’s framework offers simplicity and accessibility, while Phillips’ ROI model adds financial rigor. Together, they form a complete approach to demonstrating training impact.