How Do You Handle L1 Feedback for Multiple Courses in a Single Day Training Program?

Hi, I am seeking your opinion on "conducting L1 for multiple courses per day - training program."

Conducting L1 for Multiple Courses Per Day

We are conducting a "process training" with multiple short courses (ILT/E-learning and sometimes blended) via LMS in a single day. This will be our daily routine until the very last day - Day 30. You see, this is a month-long training! 

We are stuck at a point where we might want to conduct training feedback (L1 - reaction of trainees). However, we want to check the market approach here as we do not want to bombard with multiple L1s for each short course conducted in a single day. Do you conduct an L1 in this type of scenario? If yes, how long - time-wise and question quantity? Please share a template. If no, please suggest an alternative if it's needed at all.

Dear Shalini, if you are conducting a one-month-long training, then it is more of an educational course. Why would you like to take L1 feedback at the end of the day? Just take it at the end of the month or the end of the week.

Moreover, what matters is the business impact of the training. What are the deliverables associated with this process? Either there should be an increase in the deliverables or the level should be maintained. That is important. Secondly, do you perform L4 measurement? If yes, then anyway it supersedes previous levels. Therefore, why bother about previous levels?

Thanks,
Dinesh Divekar

Hi Dinesh,

Thank you for your response. I understand that conducting "Daily" tasks can be monotonous in many ways. A single task by the end of the program makes much sense. We do not perform Level 4 tasks due to bandwidth issues. I appreciated the weekly suggestion though!

Thanks.

Dear Shalini, it appears that your LMS is designed to measure training effectiveness based on the Kirkpatrick Model. However, this model has its own flaws. Hardly any company reaches the level of L4. Training companies, however hi-fi they might be, fall short of measurement expectations.

The Kirkpatrick Model

The model, designed in 1959, provides tentative insight into the measurement of training effectiveness. However, Kirkpatrick proposed a concept that was not verified. Nonetheless, if we assume it to be true, it explains the concept of training evaluation.

Basic Flaw of the Model

The basic flaw of the model is that it focuses heavily on the learner rather than the organization. I have explained this in my exhaustive reply that was given earlier. Click the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367

Thanks,
Dinesh Divekar