CrossKnowledge

JULY 22, 2016

The Kirkpatrick/Phillips model shows us how and why to assess training outcomes. Instead of a set of data, it involves a chain of measurable proofs of benefit, as shown in the Kirkpatrick/Phillips pyramid. Supported by the Line Manager / Monitored by HR. What should we evaluate? – ROI. – Behavior.

Phillips 40

Phillips Kirkpatrick Create Evalution 40

CrossKnowledge

SEPTEMBER 26, 2016

This should take place over a period of time (minimum 2 months, according to Kirkpatrick (1998)) and aims to measure how the learner’s behavior has changed since he or she completed the training. Instead of evaluating “application in the workplace” all at once, it is seen as a support period carried out with the line manager.

Phillips 40

Phillips Kirkpatrick Evalution Training 40

Convergence Training

NOVEMBER 19, 2019

And we can measure learning to demonstrate the value of the learning, we can do it to support our learners in learning, and we can also improve the learning as well. The first thing our organization wants us to is demonstrate the value, then support learners, and only down at the bottom, is focus on improving the learning.

Evalution 50

Evalution Discussion Kirkpatrick Training 50

Obsidian Learning

MAY 10, 2016

The cost part of the formula is easier to determine, and the process of doing so has been described in our white paper. In the L&D world, we are all familiar with Kirkpatrick’s Four Levels of Evaluation. The Phillips ROI Methodology took this model a step further, adding the ROI calculation as a fifth level.

ROI 40

ROI Evalution Benefits Blended Learning 40