5 Levels of Measurement / Evaluation
In 1963 Dr. Donald Kirkpatrick developed the 4 levels of evaluation the first approach to evaluate HRD initiatives. About 20 years ago Dr. Jack J. Phillips, the founder of the ROI Institute, added the 5th level Evaluation – the Return on Investments (ROI). With this it was possible to establish a logical standard of evaluation with a linkage of the organisational key data (ROI) to the questionnaire of the participants. Since then the 5 levels of evaluation have been established as the worldwide standard when measuring HRD initiatives. The following diagram emphasises this standard:
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Not only does the satisfaction analysis with a "happy sheet" at the end of a seminar belong to this (Level 1), the measurements exceeds this by far – up to a Return on Investment (ROI - Level 5). There the monetary success of the initiative is set in relation to the investment. ROI-studies have shown that the ROI when investing in employees is by far higher that for other investments, like for example software or office equipment. On which level do you measure your HRD initiatives? Get an overview including a benchmark to other organisations with our Learning Success Analysis. |
The diagram illustrates the – in many organisations still existing - gap between implemented measurements (provided to the management) and desired measurements (demanded by management). Many budgets have been invested in the measurability and software analysis to receive assumed credible data. The pay off for investments in training for senior management is only traceable when level 4 data has been determined. We would be happy to show you how existing evaluation systems can be improved.
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