HandyTrain Featured – Kirkpatrick Level 3 : Evaluation via Skills Rating
You have launched a brand new training intervention. If you are using HandyTrain, you have likely launched a handful of interventions. Things are going as expected, but you need to ensure that the training leads to actual results in the field. Impact of training on behaviour is also a Kirkpatrick Level 3 requirement.
For Kirkpatrick Level 3 evaluation, typically, we rely on the ratings given to employees by their managers, or maintain a Critical Incident Diary. However, it takes a humongous amount of time to get the managers to rate their teams. Then, we analyse all the data and arrive at some conclusions. Worse, ratings are usually not standardised. Managers’ own biases can lead to less-than-perfect data.
HandyTrain has had a great degree of success in getting trainings adopted. Additionally, the platform helps you track the data exceptionally deeply. We are now using the same science to help you measure behaviour change. I am very glad to unveil a new feature today – the Skill Rating system.
In a nutshell, it helps you get the managers to rate their team members, maintain objectivity, analyse all the data and conclude if skills have improved. And as usual, all this will only require you to invest a few hours instead of months.
Kirkpatrick Level 3 : What it means
Donald and Jim Kirkpatrick have called level 3 as “behaviour”. Essentially, one needs to measure if the training intervention has led to a change in the behaviour of the learners.
It is extremely important to understand the sense of “behaviour” in this context. Assume for a moment that you have provided training on Cross Selling. The behaviour that you wanted the learners to exhibit is that they ask the customers, in great details, about the problems they face. Thereafter, you want the learners to suggest products, based on the customers’ problems.
There are 2 “behaviours” the learners need to exhibit in this example – “problem research” and “product suggestion”. In the most common form of measurement, these fall under what we call as skills or competencies, and not exactly “behaviours”, especially in the psychological lexicon. This distinction is important particularly because it determines not only what is measured, but also how it is measured.
Unlinking Kirkpatrick Level 3 Evaluation from Training
At HandyTrain, we are very mindful of the “skill” vs “behaviour” distinction. This has helped us conduct fast, reliable and at scale measurements of Kirkpatrick Level 3 impact. We will soon be publishing a case study outlining how this helped an automobile company improve training for its slew of partners.
Consequent to our learnings, we have created a Skill Rating System, which works independent of training ! Yes, you read that right. A closer look makes this pretty obvious. The tools and methods of tracking Kirkpatrick Level 3 revolve around surveys and questionnaires. In the offline world, when you conduct one training intervention in 1 to 2 quarters, the measurement tags along with the training. But in the fast moving world of mobile (and web) based training, the measurement can keep happening at regular intervals. This is the era of Continuous Training, and there is no reason that Behaviour Change evaluation should not happen continuously. Therefore, HandyTrain’s skill rating system operates independent of our training suite, and actually keeps running parallel to it.
Kirkpatrick Level 3: Measuring Skills and Their Change
The outline of Skill Rating system is innocuously simple. You start by creating the skills that you believe your learners need. Then you create a Skill Rating drive. The Drive contains the skills you want ratings on, the managers who will rate and the employees who will get rated. It also contains a start and end date, or a frequency, say monthly. Once you turn it on, like many other HandyTrain features, you can forget all about it. The system will ensure that the managers are chased, requested, ratings filled out and reports generated. We recommend running these as regularly as possible.
Once you download the Skill Reports, you can easily cross reference it against training interventions. This will allow you to analyse which of the training interventions have had maximal impact on which skills and behaviours. The Skill Rating system is extremely flexible. You can use it to collect ratings on multiple aspects of employees’ lifecycle, and not just training related behaviours.
Skill Rating System: How L&T Helps HR
The skill rating system is extremely flexible. You create the skills and behaviours that you want employees rated on. You can use this during appraisals, for internal feedback, and for performance evaluation. This is a feature that helps HR and L&T departments alike. You can finally forget the long subjective questionnaires that take months to process. As long as you have defined the skills and behaviours carefully, you will be able to fly with this. Additionally, with availability of deep reporting, and (soon to come) powerful analytical dashboard around skills, you will be able to conclude at faster than ever pace.
Kirkpatrick Level 3 – Conclusions
People have suggested that not all training needs to be evaluated. While we understand that most evaluations need resources, we strongly disagree. At HandyTrain, we believe in measurements and in a data driven approach to optimisation. We have targeted all of our efforts towards two things – making learning engaging and measuring learning easy. The Skill Rating system is a new, and a very proud addition to the suite of HandyTrain offerings. In case you are still not using HandyTrain, it is high time you request a demo here.