Measuring the Effectiveness of Virtual Training Programs

Virtual Training Programs

Training programs are crucial because they not only promote personal development but also help businesses make more money. A study also found that you can anticipate a 24% higher profit after investing $1500 per employee in training activities. Source: your story

Post- COVID, everyone realizes the benefit of remote working. It is accelerating the profit and reduces the infrastructure cost. Therefore, Virtual training platforms get preference to address the remote employee. These training programs run with the same objective as physical training programs.

However, it is equally crucial to examine whether or not the training program that was delivered met its purposes. As per business wire, there are more than $ 130 billion is spent on learning and development, however, only 25% achieve marked as fruitful. That resulted in a waste of $97 billion on training. Source: BusinessWire

Parameter to measure Virtual Training

Because they allow organizations to determine the effectiveness of their training initiatives, the evaluation criteria for training are essential. Businesses that track data can determine areas for training method improvement and ensure that employees are benefiting fully from their education. In the end, organizations are helped in achieving their business goals by ensuring that employees are properly trained and equipped for their jobs.

  • Attendance of the employee shows the popularity of the module.
  • Average scoring shows how the team is performing in test quizzes.
  • Satisfaction level of the employee towards the training program
  • Post-training performance of the employee
  • Return on training expenses company gain.

Kirkpatrick model for Virtual Training Evaluation

This is the most widely used and simple model for training evaluation. Dr. Donald Kirkpatrick first presented the Kirkpatrick Model in the 1950s as a way to evaluate the efficacy of training. Despite being created many years ago, the model is still helpful for almost all of the most recent online training programs.

The Kirkpatrick Model employs a four-level evaluation approach to determine how effective training is.

  • Level 1. Reaction
  • Level 2. Learning
  • Level 3 Behaviour
  • Level 4 Result

Level 1: Reaction

The first level of criteria is the reaction, which measures how much students enjoyed, found the training to be helpful, and how much it was applicable to their jobs. The most popular method for measuring this level is a post-training survey where students rate their overall experience.

Level 1 analysis must put the learner's needs first rather than those of the trainer. Although it might seem natural to the facilitator to concentrate on the training outcome—for example, the course materials or the classroom setting—this is not always the case. Surveys with questions centered on the learner's takeaways are encouraged by the Kirkpatrick Model.

Level 2: Learning

On the basis of whether they acquire the desired attitudes, knowledge, skills, and commitment to the training, Level 2 assesses each participant's learning. Accuracy and comprehension should be evaluated using pre- and post-assessments when evaluating learning, which can be done both formally and informally. Two assessment techniques are exams and evaluations in the form of interviews. A predetermined, open-scoring process must be chosen in order to reduce inconsistencies. To get a more accurate picture of how well learners are performing, it is strongly advised to use the test both before and after the training. This allows you to evaluate the learners' development throughout the training.

Level 3: Behaviour

The Kirkpatrick Model's third level assesses how much the participants have actually changed and how well they are using what they have learned. By examining behavioral changes, it is possible to ascertain whether skills were comprehended and whether it is practical to apply them in the workplace.

The evaluation of behavior frequently reveals issues at work. Lack of behavioral change may not be a sign of ineffective training, but rather that the organization's current cultural norms and procedural frameworks do not provide the most favorable learning environments for the desired change.

Level 4: Result

The fourth level, Level 4, focuses on direct results measurement. Level Four contrasts the learning with the organizational key performance indicators (KPIs), which were established prior to the learning process. Common KPIs include things like higher returns on investments, fewer workplace accidents, and higher sales volumes.

The Kirkpatrick Model assists in developing an operational measurement plan when objectives are clearly defined, outcomes are assessed, and areas of notable impact are identified. By analyzing the data at each level, organizations can assess the relationship between them in order to better understand the training results. Additionally, by doing this, organizations can readjust plans and change direction as they learn.

Although this model was introduced long ago, it is equally fruitful for the evaluation of virtual training platforms.


While the evaluation is very important, don't add too many parameters when evaluating training. It will confuse people and have a negative impact on the evaluation procedure. You can get in touch with Edverse to clear up any confusion you may have about virtual training. One of the biggest educational Metaverses, we offer HR onboarding programs, employee engagement and learning & development services.