Table of Contents

Using the Kirkpatrick model to gain ROI for learning

Kirkpatrick Model cover image

When you provide learning and professional development to staff, you need to know how well it’s working and if it was effective. If you utilise the steps of the Kirkpatrick model correctly, you’ll understand if the learning was effective across the organisation, helping to foster a mature culture of learning – and ultimately if it impacts ROI positively.

The Kirkpatrick model is a method to evaluate how well learning programs have performed in 4 stages: reaction, learning, behaviour and results.

1. Reaction

This step measures how far learners enjoyed their learning and if they were satisfied. With a focus on the learner, engagement and ease-of-use are major contributing factors that develop the workforce to the fullest extent.

How the content is delivered can improve results dramatically and contribute to a mature learning environment. By Focusing on bite-sized chunks and microlearning, you can enhance the learning process. Not only that, using an LMS and app will help learning recall which will create a more positive experience.  

Rapl manages this is by using gamified learning that will motivate and engage employees which means better completion rates and higher interaction with the employees’ learning.  With an easy one-touch login, and push notifications, your staff won’t forget to take time out to learn and will in fact relish and enjoy the prospect of developing.

2. Learning

What did your employees learn? Are they doing their jobs more effectively?  If the learning did not have specific outcomes in step 1, results may lack substance – understanding if learning took place is key as you begin to analyse its effectiveness.

Only a fifth of managers who start using  the Kirkpatrick method complete it and go through all stages. By using practical scenarios and rationales, Rapl shows up knowledge gaps in the analytics as you segment departments, teams, and individuals. With evaluation methods and continuous testing, it’s much easier to analyse and make informed decisions which can lead to positive behavioural change.

A flipped learning approach measures learning on an ongoing basis and induces insightful results.  Short quizzes is one way to engage employees and also decrease knowledge gaps and there will be better learning transfer over time.

If you find you have poor results at this stage, it should not mean an end to the learning program. Using the data will give you a deep understanding of how your team is working. Understanding if there was learning transfer will uncover cost-saving insights. Use this as an opportunity to discover how you can do things better next time and engage your employees more.

kirkpatrick image

3. Behaviour

Oftentimes, assessing changes in behaviour can take weeks. Culture takes time to evolve. The goal of learning and employee development should be to attain or maintain a mature learning culture. For example, if a company has problems in one area or department, the company can train employees by using practical scenarios through evaluation. This gives clear direction for employees and context for your staff. As well as this, a rationale for answers detailing why an answer is wrong can improve the learning and change behaviours. Using an LMS to evaluate behaviour will serve your analytics – and insights – well.

Tailoring the learning to your employees will also make make the learning more accessible but with constant reinforcement, it can truly change the behaviours of your employees. By using the steps in  the Kirkpatrick model, you can grow the culture of the organisation. You’ll see successful changes in behaviour when employees are using their learning every day in the workplace.

Evaluating this and ensuring that it is done correctly proves that the processes and mature learning culture are in effect. Where the learning was efficient and successful, it is clear to see within an organisation, however, when behaviour does not change, this could highlight a problem in the processes, structures or culture of your organisation.

4. Results

The final level of the Kirkpatrick model is how the learning impacts ROI. It’s what the learning in previous steps should be driving towards. The Kirkpatrick model is a map that can help you – without an ability to analyse the ROI, your company risks throwing good money after bad so analytics play a vital role.

In a recent study, only a quarter of businesses stated that their own development programs were effective and helped performance with measurables, and only 8% track the ROI in relation to learning. Measuring results before the learning took place is the best way to gauge whether the learning goals have been achieved. To discover if the learning positively impacted the business, you should devote time to gather the data and glean key information and picking the right metrics will help you gain value from training.

The more data you have, the more informed your decisions will be regarding future learning.

When calculating cost, factoring in the cost of the learning and presentations, and also the time taken by employees will give you a better overall understanding of how the learning has impacted your organisation. Rapl’s innovative easy-to-use design minimises costs while also maximising the efficiency of employees. Not only is it interactive, but it is also gamified so the learner can compete in leaderboards and return to the learning in a much more engaged way, driving bottom line and positively impacting the ROI.

 

 

For a free consultation, go to www.getrapl.com or call (02) 8667 0783. Rapl will help your business with tailor-made services for your business that will increase productivity, efficiency, and improve your bottom line.

Thanks for being with us all the way here

Dear reader, thanks for being with us all the way till the end. We suggest 2 things from here

1. Speak to us if you want a microlearning strategy deep-dive: Microlearning is extremely effective, if approached sensibly. Microlearning is the answer to today’s shortening attention spans and we know how to make learning successful via microlearning. Drop your context here and we shall partner with you for the rest.

2. Lap up more content: We have written some intense literature on how microlearning is the superglue between people and successful business operations. Access all of it here.

Subscribe to our blog

Loading

More To Explore

Blogs cover image
Productivity

Best Virtual Training Platforms in 2023

Virtual training platforms are a method of delivering training and education through digital means, such as online courses or webinars. As a leader responsible for training workforces, one might face…

Read More »

Subscribe to our blog

Loading
back-to-top

ISO 27001:2013

Overview

ISO/IEC 27001:2013 is a security management standard that specifies security management best practices and comprehensive security controls following the ISO/IEC 27002 best practice guidance. The basis of this certification is the development and implementation of a rigorous security program, which includes the development and implementation of an Information Security Management System (ISMS) which defines how RapL perpetually manages security in a holistic, comprehensive manner. This widely-recognized international security standard specifies that RapL do the following:

  • We systematically evaluate our information security risks, taking into account the impact of threats and vulnerabilities.
  • We design and implement a comprehensive suite of information security  controls and other forms of risk management to address customer and architecture security risks.
  • We have an overarching management process to ensure that the information security controls meet our needs on an ongoing basis.

RapL has certification for compliance with ISO/IEC 27001:2013. These certifications are performed by independent third-party auditors. Our compliance with these internationally-recognized standards and code of practice is evidence of our commitment to information security at every level of our organization, and that the RapL security program is in accordance with industry leading best practices.

SOC 2

Overview

SOC 2 compliance is a set of standards that organizations use to ensure the security, confidentiality, and integrity of their systems and data. SOC 2 compliance is often required by organizations that process or store sensitive data. RapL has compliance with SOC2 Type II report.

Security : Organizations must ensure the security of their systems and data, including protection from unauthorized access and malware.

Confidentiality : Organizations must ensure that their systems and data are protected from unauthorized access.

Integrity : Organizations must ensure the accuracy and completeness of their systems and data.

Thanks for your application

We appreciate your interest in RapL. If you are selected for an interview, we will contact you shortly.

You'll hear from us soon

We’ll be in touch via email or a brief phone call.
During the week, you’ll hear from us within 24 hours and if it’s a weekend, we’ll follow up on Monday morning.

If you have a question, please feel free to email at hello@getrapl.com