Editor’s note: This tweet from Rob Briner, Director of the Center for Evidence-Based Management, prompted many interesting and useful responses. The responses are worth a look if you are interested in measuring the success of a training programme.
Editor’s note: Don’t ask employees to provide feedback on behaviour change and business impact (Kirkpatrick levels three and four), says Will Thalheimer. Why? Because feedback is subjective and therefore unreliable . . .
Editor’s note: This critique of learning assessment might chime with the critics of learning outcomes. In higher education, the focus on learning outcomes seems mainly to be feeding the assessment industry and university bureaucracy.