We've known for a long time that simply attending training is not enough to make a difference at work. Participants need to start the learning cycle before attending a workshop, and they also need to be supported after a workshop to apply what they've learned.
The learning culture in your organisation is a central player in enabling training and development to be successful, but before we explore learning culture, we need to understand what training success really means.
Since 2012, ODI has deployed Kirkpatrick Four Levels (R) in the design and evaluation of each programme it has delivered. Information about each of the four levels – L1 Reaction, L2 Learning, L3 Behaviour and L4 Results - has been collected in a consistent way across each programme.
How do you achieve desired business outcomes from training? This is a central question for any organisation and the answer lies in analysis, planning and design of learning solutions in conjunction with an experienced learning and development specialist.
The Kirkpatrick Four Levels® tools and methods make the connections between training and learning to changed practices at work and to improved organisation results.