This article is for HR Practitioners and Managers who cannot be bothered with detailed and nose-bleed-worthy analysis of training evaluation data. This is for those who just want to see if training works as a means to bring change in practices and performance.
The first time I read Kirkpatrick's book, I felt both awed and intimidated. What with all the number crunching required and my un-explainable fear of numbers, I wondered how I can do the important task of tracking down training impact without having to deal with so much numbers. Here's what I did: I came up with a set of hypotheses;
- For organizational strategies to work, employees must learn to do their work a certain way
- In order for that to happen, they need to be equipped with needed skills through learning interventions
- The training program must be effective enough for them to appreciate it, learn the skills and be compelled to apply it in the workplace.
- The program must be designed in such a manner that it is more than a training intervention but a change intervention.