Measurement The HORN Centre for Applied Measurement (HCAM) is a natural outcome of our commitment to learning transfer and sustainment. Bringing all of HORN's measurement, evaluation, analysis, and research activities under one umbrella, HCAM specializes in quantifying individual and organizational needs, and measuring their development. HCAM is grounded, not only by practical experience, but is actively cultivated by on-going research and development initiatives. These initiatives are focused on the advancement of HORN's training and consulting models, and measurement instruments. At HORN, measurement is a red thread woven throughout all of our projects. Whether a stand-alone measurement piece, or a portion of a larger program, HCAM's consultants are passionate about bringing value to the quantitative results of training, and using them to demonstrate the positive impact training has had - or could have - on your organization. Mission: "To help organizations define and evaluate performance improvement needs and results, and gather management information." Five-Level Model of Training Evaluation HCAM subscribes to a five-level model for measuring the effects of training programs, based on the work of Jack Phillips, and extending the traditional Four Levels of Evaluation by Donald L. Kirkpatrick. The five-level model is contingency-based, with each level requiring the completion of the preceding level. For example, Level 4 measurements require the valid completion of Levels 1 – 3. Most HORN programs are measured on Levels 1, 2, and 3. The methodology for Levels 4 and 5 can become quite complex, and require foresight in program design, and team work between the client and HORN teams. Visit our resources section to learn more about when Level 4 and 5 measurements add the greatest value. Here are the five levels: Level 1: Reactions Evaluation at this level measures how participants in a training program react to it. Level 2: Learning Evaluation at this level attempts to assess the extent to which learners have advanced their skills, knowledge, or attitude. Methods range from formal to informal, and involve testing both before and after training. Level 3: Transfer Evaluation at this level measures the transfer of the skills, knowledge, or attitude from the training program to the everyday environment. This form of assessment focuses on changes in learners' behaviour after training. Level 4: Results Evaluation at this level measures the success of the training program in terms of organizational metrics–increased production, improved quality, decreased costs, increased sales, and higher overall profits. Level 5: Return on Investment (ROI) Evaluation at this level compares program monetary benefits to the training program costs.