Building an analytical model of corporate education
Executives want to see that corporate education and specific tools, they have invested in, are effective. If you are an HR Manager, Education Manager or Director of Corporate Education, who should present results of education, in this short course you will learn how to structure data into a model.
Here in Center-Game we use Donald Kirkpatricks's guidelines to structure data by four levels: reaction, learning, behavior, results. It means that we can say: everyone is enjoying the training program and learning a lot, but it has no effect on behavior or business results. Or it can be the other way round: education enhances performance, but everyone hates it. Understanding this, we can alter the program and test new hypotheses to achieve a better result.
We have embodied Kirkpatrick's ideas in specific tools that any person, responsible for corporate education, can implement. This is a four-level model, we will talk about them in more detail in the following modules. In two words they are:
Level 1. Emotional reaction
Whether workers like the training program or not. The next module is about why it is important.
Level 2. Knowledge assimilation
What knowledge, skills and techniques employees have obtained.
Level 3. Behavioral changes
How people implement new knowledge.
Level 4. Enhanced performance
What business indicators have changed after training.
There is no perfect solution yet
The model we are suggesting in this mini-course is not a universal truth. Corporate education is a young field with no established evaluation criteria. That is why we experiment and look for the best solution.
Our experience shows that tools inspired by Kirkpatrick's model help evaluate the effectiveness of education results. Now we share these tools with you.