ABSTRACT
This chapter examines for most organizational learning interventions, in practical terms this is the outcome they want to achieve. Evaluation at this level is about finding out the extent to which learning from an intervention is being applied in practice. It refers collectively to the interventions to be evaluated as workplace learning. Illeris suggest that the term can be used to describe any planned event, experience or activity that seeks to achieve a change in employees' knowledge, skills or attitudes. The need for a scientifically robust but practitioner-friendly framework to guide evaluation of workplace learning is a strong one. Within the literature, early frameworks such as those of Kirkpatrick and Jackson and Kulp focused primarily on outcomes rather than examining the broader context. Kirkpatrick proposed taxonomy of outcomes at four levels reactions, learning, behaviour and organizational impact. Another very important consideration when evaluating any learning intervention is the use of control groups.
