The reinforcement scorecard provides an overview of the methods, defined objectives, and results of your program.
The Mindmarker reinforcement evaluation is a step-by-step approach to develop key measurements that influence the future of your organization. The types of measurements are categorized into levels and serve as the framework of training evaluation.
Level 1: Reaction, Satisfaction, and Intention
Centralize the learner by assessing their satisfaction with the training and their motivation to apply what they have learned.
All organizations that don't have a reinforcement program evaluate at Level 1 by using a generic, end-of-program questionnaire. While this level of evaluation is important, the results of this level do not highlight much.
Level 2: Knowledge Retention
Level 2 focuses on what the learner retained from their training program. A learning test is helpful to ensure that learners understand how to use their new knowledge.
Although the learner knows HOW to implement a skill, there is no guarantee that the learner will apply their new skills on the job.
Level 3: Application and Implementation
A variety of follow-up methods are used to determine whether learners are applying new skills on the job.
While Level 3 evaluation may prove that the learner is successfully applying their new knowledge, Level 3 still does not guarantee business impact.
Level 4: Business Impact
Level 4 focuses on the actual results achieved and how these results impact the organization. This is done by measuring output, quality, costs, time, and customer satisfaction.
Level 5: Return on Investment
The reinforcement scorecard provides an overview of the evaluation levels 1 to 4 from the reinforcement course. Based on these values, the Return on Investment (Level 5) calculation is determined by the organization.
Evaluation is Critical to Training Success
Evaluation is an integral component of any reinforcement program. Critical data gets lost or is not collected systematically if evaluation is done on a “post facto” basis.
Evaluation questionnaires must be carefully designed to provide high value information that can be used to create impactful changes. The results of an evaluation exercise of this nature must be communicated to all stakeholders.
A senior corporate executive should be appointed as program sponsor and be held accountable for the effective implementation and execution of the reinforcement program.
Interested in assessing your training programs and measuring training impact? Download our eBook, The Science Behind Mindmarker.