"Even though many Learning and Development organizations find it a challenge to prove training’s effect beyond how learners react to the training and whether they have learned the training content, senior management and business stakeholders are more and more interested in metrics that show the bottom line.
According to Donald L. Kirkpatrick’s Revised “Four Levels of Evaluation” model, what we need to do is find out what success looks like in the eyes of these senior managers and stakeholders and let them define their expectations for the training program. Then we need to identify specific metrics to demonstrate and deliver on those expectations.
For those of you who are not familiar with the original Four Levels, this is what they are:
> Level 1. Reaction: To what degree did the learners react favorably to the training experience?
> Level 2. Learning: To what degree did the learners acquire the intended knowledge, skills, and attitudes as a result of the training?
> Level 3. Behavior: To what degree did the learners apply what they learned back on the job?
> Level 4. Results: To what degree did the targeted outcomes occur as a result of the training experience and follow-up reinforcement?" - from source: http://www.dashe.com/blog/training-development/
NOTE: Assessment and success factors are usually difficult to identify well. This article with the accompanying chart does a good job in mapping out a process for evaluating the succes factors and ratings of Instructional Design. - ghbrett