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“We do a lot of training but how can we demonstrate the overall value that we are bringing to the business?”
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| There are two major ways. One is to apply comprehensive evaluation to key courses and programs. We offer workshops and consulting services that include the development of a library of four level evaluation tools (numerous tools for each level plus instructions for their use) and an overall evaluation methodology that provides the means to effectively evaluate any course or program. The second way is for us to show you how to use the four levels to create a ‘chain of evidence’ that acts to demonstrate the overall value of your learning or training function. |
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 “Is there any way we can be sure we are maximizing the effectiveness of our training efforts?” |
 Effectively implementing Don Kirkpatrick’s four levels of evaluation – Reaction, Learning, Behavior, Results – is one of the most effective ways of accomplishing that. Targeted attention especially to Level 3 – ensuring that there is maximum transfer of learning to mission-critical on-the-job behaviors – is the key to success here. We are the foremost experts in the world on how to do this. |
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| “How do we eliminate the negative impression that business leaders have of us as strictly a cost center?” |
| We believe strongly in the business partnership model between learning professionals and business leaders. Everything we do at SMR USA is about building and leveraging that relationship. Our evaluation strategy is built on the “chain of evidence” model (ours!!) as opposed to the “isolation model” (attempting to isolate the effects of training leading to bottom line value). This sets us apart as the premier consulting team in the area of strategic, business partner-oriented evaluation. Our HRDPower™ competency package, as well as our consulting expertise in the areas of leadership, coaching, and the execution of business strategy, also complement the business partnership model. |
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| “How do we ensure that our training is aligned with the strategy of the organization?” |
| There are two primary forces at work as we attack this global problem. First, we work with organizations to use the curriculum design model named ADDIE (analysis, design, development, implementation, and evaluation) the right way, not the way it is typically used (basically ignoring the “A” and the “E”). Our model of leveraging learning is to start with the end in mind – that is, we identify the expectations of business partners and other stakeholders, then build courses and programs to accomplish those expectations. Second, this ‘Return on Expectations’ approach is also engaged as we build evaluation criteria and methods from the back (Level 4) to the front (Level 1). |
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| “We are familiar with the four levels, but how do we get out of the ‘smile sheet, pre and posttest and hope for the best’ mentality?” |
| This is sadly true. Most organizations do not understand the power of the four levels. We help companies build a customized ‘library of four level evaluation tools’ that consists of a) 4 or 5 targeted methods and tools for each of the four levels, b) instructions on how to use them, and c) how to decide how robust evaluation should be for any course or program, and d) how to select the right methods and tools to get the job done. We also use a unique and powerful hybrid of the balanced scorecard to encompass the four levels to drive strategic evaluation. This allows not only for the demonstration of overall learning value, but actually helps to execute business strategy. |
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| “How can we align our HR competency model with our training offerings?” |
| Our HRDPower™ competency software package is one of the most practical and comprehensive in the world. It aligns very well with our approaches to strategy, leadership, coaching, and evaluation. |
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| “You seem to have a lot of confidence in your ability to help organizations with evaluation and strategy. Why are you so confident?" |
| Don Kirkpatrick, the originator of the four levels of evaluation back in the 1950s, is on our board of directors and is actively involved with the delivery of some of our services. He and Jim have published several books in the past 2 years. They are Transferring Learning to Behavior (2005), Evaluating Training Programs: The Four Levels (3rd Ed., 2006), and Practical Application of the Four Levels (due out 2007). Don and Jim have also written several cutting edge evaluation articles, have addressed audiences at major conferences, and worked with clients from such companies as Ford Motor Company, Caterpillar, General Electric, the United Nations, Saudi Arabian Airlines, Accenture, Kemper Insurance, Blockbuster, Harley Davidson, and ServiceMaster. |
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