Investing in training isn’t enough. You need robust evaluation methods to optimise your Human Resource Business Partner (HRBP) skills and ensure your training programs deliver impactful results. This article explores three prominent frameworks: the Kirkpatrick Model, the Phillips Model, and Brinkerhoff’s Success Case Method, helping you move beyond simple “smile sheets” and measure actual business impact.
1. The Kirkpatrick Model: This widely used, four-level approach delves into different aspects of learning:
- Level 1: Reaction: Evaluates trainees’ satisfaction and level of engagement in the programme. Although valuable, it does not evaluate real learning or impact.
- Level 2: Learning: Evaluates acquiring knowledge and skills through exams, simulations, or observations. This emphasises the enhancement of individual skills.
- Level 3: Behaviour: Assesses the application of newly acquired skills by trainees in their work environment. This assesses the transfer of knowledge and changes in behaviour.
- Level 4: Results: Evaluate the program’s influence on organisational goals like productivity, employee retention, or sales. This illustrates the real return on investment (ROI).
2. The Phillips Model: This model emphasises the importance of context and ROI. It focuses on four key domains:
- Reaction: Similar to Kirkpatrick, it gauges participants’ perceptions.
- Learning: Assesses knowledge gain but emphasises its application to real-world problems.
- Transfer: Evaluates if new skills are used on the job and supported by the work environment.
- Impact: Measures the program’s impact on business metrics such as performance, efficiency, or customer satisfaction.
3. Brinkerhoff’s Success Case Method: This qualitative approach focuses on real-world results through detailed case studies. It involves:
- Identifying: Selecting successful training programs with measurable outcomes.
- Describing: Documenting the program’s design, implementation, and critical characteristics.
- Attributing: Linking program features to observed positive outcomes.
- Validating: Corroborating findings with additional data and perspectives.
This approach offers valuable insights into the programme’s efficiency but could require significant resources.
Choosing the Right Framework:
The most suitable framework depends on your specific needs and resources. For a comprehensive assessment, consider combining elements from different models. Remember, practical evaluation goes beyond immediate reactions and measures the tangible, quantifiable impact on your organisation.
Mastering Evaluation:
Elevating your evaluation skills is crucial for HRBPs striving for strategic impact. Our Executive Masters in HRM double certification with SHRM program equips you with the knowledge and tools to effectively assess training programs, demonstrate ROI, and make data-driven decisions. You’ll gain the competitive edge needed to become a true HR leader with an in-depth exploration of HR practices and alignment with SHRM’s Human Capital Body of Knowledge.
Invest in your skills and unlock the full potential of your training programs. Take the next step and learn more about our Executive Masters in HRM double certification with SHRM. Visit our site and join our lectures. https://www.eduk8u.com/hrbp-micro-credential-courses/
Sharing a follow-up short article I wrote exploring Evaluating Training Programs: Beyond Reaction – Measuring Real Impact strategy. Choosing the right framework depends on the organisation’s specific needs, and practical evaluation goes beyond immediate reactions and measures the tangible, quantifiable impact on your organisation. Discover more with our Executive Master in HRM and a double certification with SHRM to boost your HR career.
