ABSTRACT
The next step in training evaluation is the choice of an evaluation strategy, which at the most basic level consists of the study design. Here, it is important to consider what the organization needs and wants. For example, training shown to be effective immediately following training but not in the
work context indicates that training was probably not the correct approach to the problem (or at least an incomplete solution to the problem). Multi-level assessment will help diagnose this. Further, if an organization is interested in assessing the impact of training on organizational outcomes, the evaluation must be designed to enable the training practitioner to conclude whether the training affected business outcomes. Finally, the last step in evaluation is the planning and execution of training. This consists of the development or identification of measures to assess criteria, the collection of data for the study, the analysis of data, and the development of conclusions about the effectiveness of the program.
