Four Ideas You Can Use from Kirkpatrick Bright Light Jared Allen
From reorganizing training programs and delivering electronic evaluations, to using all four levels to ensure the success of a major software update, Jared Allen and his team have been hard at work implementing the knowledge gained from the Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level.
Jared recently updated us on his progress, sharing four ideas that could benefit your training and evaluation efforts in your own organization.
Read on to learn about these ideas and start considering how you can use them.
1. Jared’s team recently implemented an HR software update that affected all managers. They began with the end in mind, considering all 4 levels. They started with a test group of managers who were evaluated to determine what they thought would be the best approach to training from a manager’s perspective and what job aids would be helpful.
They then rolled out the training by district, with delayed evaluations for the electronic training, and also established several Super-Users (members of the original test group that received additional training) who could be contacted for additional support and accountability. Lastly, they are tracking the use of the new system compared to the old system to determine how quickly learners are adapting, and measuring the error rates.
The third Kirkpatrick Foundational Principle states that this type of business partnership that Jared’s team developed is necessary to bring about positive ROE. Make sure that you are building relationships and leveraging internal partnerships to maximize the impact of training. To learn more about how to do this, consider attending the upcoming Kirkpatrick® Business Partnership Certificate Program.
2. Jared’s team reorganized their manager training course to include a month of observation at a dedicated test store to focus on behavior. They are also considering tallying the production numbers of the test store so that subsequent mangers in training groups can compete with the previous groups. Formal training graduates should not be left to fend for themselves; they should be monitored and given guidance during the critical time directly after training. Click to learn more about the importance of creating a welcoming on-the-job environment.
3. Jared’s team is very close to implementing an LMS system in the next couple of months. They are preparing automated reporting through the LMS that will serve as added information to show return on expectations (ROE). When shopping for an LMS or upgrading your existing system, ensure that it has the capability to collect and store data pertaining to on-the-job performance.
4. Jared has worked with his organization’s Workforce Development department to develop an evaluation for job seekers going through the Goodwill Career Centers. An electronic evaluation will also be delivered to clients who have found employment in the last year to determine the extent to which Goodwill helped in their job search and what assistance they would like going forward. To reach Kirkpatrick Level 4, try surveying and interviewing graduates who are well into their performance to get a better idea of if and in what ways the training and subsequent on-the-job reinforcement contributed to their success.
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Did you learn some ideas that you can implement in your own organization? Do you have some tips of your own to share, or do you have a question for Jared? Here are some ways to join the conversation:
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