1 Evaluation of training of staff is necessary if an organisation is to demonstrate that its investment in staff development brings it direct benefits. Key players in such evaluation include senior managers, the line managers of those receiving the training, course participants, external experts and internal/external customers. Ways of isolating the effects of training include using control groups of people who have not received the training, trend line analysis, and customer feedback.
2 The Kirkpatrick model is widely used to provide the intellectual basis for such evaluation. This model identifies four levels at which evaluation of training and development activities can be made. Research10 has shown that most organisations carry out some sort of evaluation at levels 1 and 2, but few evaluate at levels 3 and 4, as these are more difficult to assess as they cover softer issues.
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10 'Making Training Pay' by the Institute of Personnel and Development.