ABSTRACT
In this chapter, the authors looks at some ways in which training effectiveness can be evaluated and the challenges of doing the with international managers. Evaluating the results on an international basis is even more challenging, particularly as even in highly centralized companies different regions will operate differently with varying organization structures, systems and operating methods due to historic and cultural reasons. For any international organization attempting to deploy a centrally sponsored initiative using training as a leading driver of change, measurement of the results achieved by the training will be further complicated by local variations in its information systems, job titles, reporting structures and operating methods. On one occasion a client in the UK retail sector said to the authors that they intended to evaluate the effectiveness of a training intervention by measuring the increase in sales revenue. The greater the level of organization training commitment, the more that will be possible.
