Evaluation Plan-Kirkpatrick’s Levels, Transfer of Learning, Measuring ROI, and Addressing Potential Obstacles
Introduction
Evaluating the success of a training program is important because it helps identify improvement areas in upcoming training programs and the program’s return on investment. This paper outlines how our organization will evaluate the success of the training program and the transfer of learning, how ROI will be measured, and potential obstacles in evaluating the success of the training and how they will be overcome.
A Description of the Overall Evaluation Framework, Highlighting Kirkpatrick’s Levels
The anti-discrimination training program will be evaluated by applying the Kirkpatrick Model. According to Kirkpatrick & Kirkpatrick (2014), the model includes four levels of evaluation. The first level is a reaction. This level includes measuring whether learners find the training favorable, engaging, and relevant to their work. Employees’ reaction to the program in our organization will be evaluated based on attendance behavior. Absenteeism in the training programs will indicate that the program is either unfavorable or less engaging since we have already established that the program is relevant to the employee’s work due to the rise in discrimination cases. The second level is learning. It includes determining each participant based on whether the learners have acquired the intended skills, knowledge, confidence, attitude, and commitment to the training program. The organization will focus on employees’ application of the knowledge of how to avoid unconscious bias and stereotypes when interacting with people from different backgrounds. Learning will also be evaluated based on how employees engage each other and the trainer by asking questions to get clarification or initiating discussions on workplace discrimination topics.
The third level is behavior. According to Kirkpatrick & Kirkpatrick (2014), behavior in learning evaluation includes determining whether the learning impacted the learner and whether they are applying what they learn. The behavior will be evaluated by observing employees interacting with others from different backgrounds. The organization will also focus on the change in discrimination complaints when assessing behavior. A reduction in complaints will indicate that the training program successfully achieves the desired behavior. The fourth level is results. This level includes comparing the learning against key performance indicators. The organization will focus on the reduction of discrimination complaints and a reduction in conflicts caused by discrimination.
The Plan for Evaluating the Transfer of Learning
According to Pineda-Herrero et al. (2015), the transfer of learning can be evaluated through direct or indirect evaluation. Direct evaluation includes developing specific techniques or tools to assess the skills, knowledge, and attitudes the trainees have acquired throughout the training program and applied in their work. Indirect evaluation includes assessing variables that hinder or facilitate the application of the knowledge, skills, and attitudes acquired from the training into the work environment. The organization will use the indirect evaluation approach. Employees will complete a survey to determine the factors that hinder or facilitate the application of what they learned. The survey results will be used to create measures to eliminate the barriers and promote anti-discrimination practices taught in the training program.
Measuring ROI
According to Bennington & Laffoley (2012), the return on investment (ROI) of learning and development should depict value beyond a reasonable doubt. The return on investment from the training will be measured based on the occurrence of discrimination complaints and employee turnover linked to discrimination. Return on investment will also be measured based on employee engagement and teamwork changes. The organization will also consider changes in employee productivity, especially among underrepresented employees.
Potential Obstacles and How to Address Them
One potential obstacle in evaluating the success of the learning program is the lack of collaboration among employees. Some employees may submit their surveys late, thus delaying the evaluation process. The organization will address this problem by setting a specific timeframe for employees to submit the completed surveys. Another obstacle is the poor choice of survey questions. The organization will overcome this obstacle by hiring an anti-discrimination training and assessment expert to create the survey and interpret the responses. Another obstacle is irrelevant data, which may arise from using the wrong questions. The organization will overcome this obstacle by ensuring that the survey questions are clear.
Conclusion
Training significantly impacts an organization’s operations because it equips employees with the knowledge, skills, and attitudes required to meet the organization’s expectations. Assessing a training program’s success should include considering the training’s impact on trainees and the organization. The impact on the organization can be reviewed based on the learning ROI. It is also important to set key performance indicators that can be used to determine the performance of the training program.
References
Bennington, K., & Laffoley, T. (2012). Beyond Smiley Sheets: Measuring the ROI of Learning and Development. Ideas at Work.
Kirkpatrick, J., & Kirkpatrick, W. K. (2014). The Kirkpatrick Four Levels A Fresh Look After 55 Years 1959 – 2014 A Fresh Look After 55 Years 1959 – 2014.
Pineda-Herrero, P., Quesada-Pallarès, C., & Ciraso-Calí, A. (2015). Strategies and instruments to evaluate transfer of learning: Reflections from practice [Paper presentation].
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Question 
Instructions
Building on the Learning Intervention Plan (LIP), describe your evaluation plan for the intervention you have been developing in this course. In a 2-3 page paper, address the following:
Evaluation Plan
Describe the overall evaluation framework, highlighting each of Kirkpatrick’s levels.
Discuss your plan for evaluating the transfer of learning.
Explain how you will measure ROI.
Discuss potential obstacles and how you might address them.
Formatting
Style: Your paper should include an introduction, well-developed, supported body paragraphs addressing the assigned topics, and a conclusion paragraph.
Length: Your paper should be approximately 2-3 pages in length. Points will be deducted for papers that exceed the specified length.
READINGS to Cite:
Kirkpatrick, J., & Kirkpatrick, W. K. (2014). The Kirkpatrick four levels: A fresh look after 55 years, 1959 – 2014 [White paper]. http://www.kirkpatrickpartners.com/Portals/0/Resources/White%20Papers/Kirkpatrick%20White%20Paper%20-%20May%202014.pdf
Bennington, K., & Laffoley, T. (2013). Beyond smiley sheets: Measuring the ROI of learning and development. Ideas at Work, 4, pp. 4-12. http://docshare04.docshare.tips/files/13498/134983691.