How do you know if the efforts you put into professional learning activities have any affect back in the workplace? Learn how to apply the evidence-based Kirkpatrick's Model and Net Promoter scores to gauge and redirect your organizational learning efforts. The four levels include reaction, learning, behavior, and results. Reaction, Level 1, is the degree to which participants find the training favorable, engaging, and relevant to their jobs. Learning, Level 2, is the degree to which participants acquire the intended knowledge, skills, attitude, confidence, and commitment based on their participation in the training. Behavior, Level 3, is the degree to which participates apply what they learned during training when they are back on the job. Lastly, Results, Level 4, is the degree to which targeted outcomes occur as a result of the training, supporting accountability. A Net Promoter score measures learners' experiences and predicts the possibility that staff will attend future workshops and use their new knowledge, skills, and ability from a workshop. Learn the secret to reading a Net Promoter score and how it differs from standard rating questions. Examples include data collected over the last six months from staff workshops using online form tools (Google Forms or Microsoft Forms).
