Training Effectiveness Evaluator
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About this skill
The problem
Training reviews often collapse into one satisfaction score: 4.6/5 is treated as success. This skill turns the question into an evidence chain across L1 reaction, L2 learning, L3 behavior, and L4 results, with missing layers explicitly flagged.
How it works
Provide course metadata, headcount, cost, pre/post tests, behavior tracking, and business metrics. It then evaluates the program using the Kirkpatrick model and produces a structured report. Key capabilities:
- Level diagnostics: labels L1-L4 with green/yellow/red/unknown states to separate satisfaction, knowledge gain, on-the-job application, and business impact.
- Quantitative checks: calculates satisfaction average, NPS, pre/post improvement rate, pass rate, and behavior-change rate.
- ROI estimation: shows the formula and a 0.35 attribution factor when L4 is quantifiable; otherwise reports direction and change rate only.
- Decay and refresh: uses T+1/T+3/T+6 behavior data to infer effect decay and recommend retraining timing.
Boundaries
Best for training owners preparing leadership reviews, not as a replacement for continuous HR measurement. Without L3/L4 evidence, conclusions are limited to partial effectiveness or needs-observation status; ROI remains an estimate, not an audit result.
Use Cases
- A training manager needs to prove in a leadership review that a technical course had real impact, using L1-L4 evidence.
- An L&D analyst has pre/post test scores and training costs, then calculates learning gains and estimates ROI.
- A learning lead notices post-training behavior decay and needs to set a retraining plan based on T+3/T+6 data.
- A course owner needs to turn satisfaction, test results, and business metrics into an archivable evaluation conclusion.
Best For
- Training managers who need to turn satisfaction, pre/post tests, and business metrics into a reportable outcome.
- L&D data analysts who need to calculate training cost, learning gains, and an explainable ROI estimate.
- Learning leads who need to verify whether employees applied the skills and schedule follow-up or retraining.
- Course owners who need to identify weak topics and decide whether to repurchase the program.
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