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[Music] let's take a look at training evaluation once the organization has finished training and gathered all the data the process of interpreting the evaluation of data begins some information is received immediately after training providing initial evaluations of level 1 and level 2 while other data may take longer to assess as expected with some key strategic metrics once data are received there is no benefit to sit on it and wait until all the data come in to analyze and make changes by gathering and analyzing in a conscientious and continuous fashion the trainers can quickly assess the changes needed based on the data when assessing level 2 learning end of session knowledge and skill assessment will indicate the extent to which trainees learn the necessary level of skill to demonstrate mastery if trainees did not learn as expected based on the learning objectives the instructional design team must diagnose and make changes immediately while the feedback is fresh rather than wait until implementation of the next training session regardless of the level of evaluation the kirkpatricks recommend three basic questions to ask once the analysis is done and you have the results in front of you does this result meet our expectations if not or why not and if so why understanding the expectations and examining your results is the central part of training evaluation it's important you ask yourself not only why the results don't meet the standards but also why and how they do meet the standards understanding why a training program was successful enables trainers to duplicate those results understanding why it was not successful enables trainers to learn from their mistakes and improve training programs there's no one-size-fits-all approach to training evaluation standards each standard set by the organization should consider factors such as industry norms company strategy and stage of intervention once an organization considers a variety of contextual factors that impact the expectations internal benchmarks should be established with an eye towards continuous improvement after analyzing data and drawing conclusions the next question is who needs to know this information typically level 1 and level 2 analysis targets instructional designers and trainers to improve program delivery and development trainee supervisors and management need level 3 metrics to improve training choices for their direct reports provide better support and accountability for trainees on the job and improve overall trainee performance training leaders can use level 4 to ensure training aligns with strategy and reduce costs by removing training programs that don't align properly executives use level 4 metrics to communicate the company's strategy to focus training and reinforcement efforts [Music]