How to evaluate learning

How to evaluate learning

'Around the world, training and development is in a state of crisis'. That's according to the Association for Talent and Development. They go on to say, 'Training professionals who only think abot training events and not what happens before and particularly after them will become extinct'.

It's a scary picture when you look at it like that, but you can't deny what's happening here. As the article rightly points out, training budgets are among the first to be cut when economic times get tough. Is L&D demonstrating enough of a positive impact on the performance of the orgnanisation?

If there's ever been a time to demonstrate the return that learning iniatives bring now has to be it. Part of the problem is that many L&D functions don't consider the desired results of learning interventions from the outset and there are often now well alligned to the desired performance requiremets of the organisation. Failing to create stong links between learning and performance could bring about situations where L&D is placed in the nice-to-have category.

Here at DPG, we're the UK's sole partner for the most recognised model of evaluation, Kirkpatrick. You can find out more details about that on our website.

But is the Kirkpatrick model of evalution still relevant and how can it work in today's modern organisations?

We got chance to catch up with Phil Willcox, Kirkpatrick practitioner and facilitator of the DPG Kirkpatrick Programmes. Check out this recording, under ten minutes long, of why he thinks it is....


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