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How to Evaluate your eLearning to Improve Training

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Staff training and development is an ever-changing process.  Taking time to evaluate your training strategy is an important thing to do and refreshing your eLearning content regularly will help the training be engaging, so people remember it, implement what they’ve learned from it, and look forward to doing it.

In this blog, we’ll look at why training evaluation is important, how to evaluate your training and provide you with things to look out for that could mean it’s time to revamp your training material.


Evaluation of training is looking at your courses to ensure they have been effective and efficient in training your employees. It’s important because it identifies gaps in training and even discovers opportunities for improving your training courses. This way, you can make informed decisions about future training and learn what needs to be improved so your employees get the most out of their training. 

The evaluation also provides in-depth feedback on the value of the training course, telling you just how valuable they are and what outcomes they achieve. This helps management to better understand and identify skill gaps that need addressing before training can achieve its goals.

It can also help you to:

  • Identify issues with training processes or tools
  • Analyse the effectiveness of particular training
  • Track continuously changing career development needs
  • Assess how participants felt about the entire training experience 



You might not even know where to start. 

There are many training evaluation models out there. So, you’ll need to decide on the one that best meets the needs of your evaluation. With so many, we’ve chosen the one we believe is the most commonly used to look at in a little more detail.


The Kirkpatrick model consists of 4 levels: Reaction, learning, behaviour, and results. It can be used to evaluate either formal or informal learning and can be used with any style of training and is globally recognised as one of the most effective for evaluating training.


This first level measures if the learners have found the training to be relevant to their role, engaging, and useful. To collect this information, probably the most commonly used way is with a survey, which the learner will complete after they have taken the training.

Measuring the reaction should cover how satisfied the learner was with the training, how engaged they were in the learning experience, and whether the content was relevant to their work.

Key areas for the survey to focus on might be; training objectives and the relevance of the content. Create questions that focus on the learner’s takeaways and let them know before they take the training, that after the training they are expected to fill in the survey, that way they can consider their answers throughout the learning, and this helps to get more detailed responses.


The second level focuses on whether or not the learner has acquired the knowledge, skills, and confidence that the training was focused on. The best way to measure these results is by using pre and post-learning assessments, that way you get a much more complete picture of what has been learned.


This third step measures the behavioural changes after the training and shows if the learners are applying what they learned and applying it to their jobs. It’s an important step to help you understand the true impact of the training.

As a result of the assessment, not only will it demonstrate that the learner has understood the training, but it will also show whether the training applies to that specific workplace.

You should have a clear definition of what the desired change is. It’s best to use a mix of observations and interviews to assess the change. It’s likely that 3 – 6 months after the training is completed is the best time to do this, as if done too soon the learner may not have had enough time to put what they’ve learned into practice.


For the fourth level, the objective is to measure whether or not the training resulted in the targeted outcomes.

The results will vary from training program to training program but can be tracked using Key Performance Indicators. The most common KPIs shown could be an increase in sales or a higher return on investment.

The level also examines leading indicators, which are short-term observations and measurements that indicate that the desired outcomes are being achieved through a change in critical behaviours.

To make sure this step is successful, it’s important that you have established exactly what will be measured along the way, and ensure that everyone involved is aware of what is being measured.

By using the Kirkpatrick’s model you can see training results and measure the impact at all levels. This allows you to adjust the learning when necessary and will result in a more effective and efficient training program and improved business results.

Closing Thoughts

Whether you’ve recently evaluated your training and found needs to change, you’re growing, adapting to challenging economic times, developing new tools or ways of working, rebranding or launching a new product or service, your training will need to keep up. 

The good news is you don’t have to reinvent your entire eLearning course from scratch. Updating what you’ve already got is a fantastic way of keeping your content fresh and functional. You can save time, money, and effort by revamping what you’ve already got to make sure you get the most out of the training.

To ensure that your learners get the most out of your eLearning, you can repurpose old content in several ways.

As always, if you have any questions, feel free to message us or click here to schedule a meeting to see how we can help.

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