How To Evaluate The eLearning Performance?

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It is very important to know whether the investment in your in the training via e-learning is giving you a payback for your money. In order to evaluate the process, here are some quick methods to follow:

Kirkpatrick’s four-level evaluation model

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The tool used to measure the training performance is known as Kirkpatrick’s four-level evaluation model. It comprises of four stages such as


1. Reactions


2. Learning


3. Behavior


4. Results


Among the four steps mentioned above, step1 was easily measurable, but the step2 and beyond were quite difficult to account. Recently few developments have been made to scale the learning process survey.

Step 1: Reactions Of Students: 

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The modern evaluation tools come with the inbuilt analysing provisions that gauge the reaction of the students through few simple steps even if they are conducting their courses online. The feedback received from the students are then divided into varies sectors and evaluated to bring upon an imperative effect on the online training process.

Step 2: Learning of the Students: 

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The most suitable technique to judge the positive impacts of the training module is to conduct a "pre and pro" assessment test. This means before the training conduct a test to gauge the knowledge content of the candidates followed by another test at the end of their training. This will give you a benchmark data regarding the impact of the training and how well it was conducted.

Step 3: Behavior Change: 

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Step 3 comprise the evaluation tools that deal with the behaviour and change in the skill sets of the candidates before and after the training procedure. If the training had made a positive and constructive impact on the candidates if would be easily visible in their work report. In cases where it is difficult to quantify the visual effect of the training, data reports are collected and analysed to make a conclusion. The best way is to appoint a supervisor or manager who would work closely with learners to assess their behavior and capabilities both before and after the training.

Step 4: Effects On The Business: 

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It is the final step of judge that ultimately concludes that whether the online training has made an imperative effect on the business. Sometimes it might be a long-term process as the effects may not be immediately reflected. Whereas in some cases like the sales departments, the effects can easily be noticeable by the changes in the sales figure.

The Final Takeaway:

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As the role of learning inside organizations changes with time and business requirements, so will the evaluation tools need to be modified to imprint the actual data of those e-learning modules on the business.


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