ABSTRACT
This chapter discusses the purposes of evaluation, levels of measurement and evaluation, and programme evaluation options. It provides some ideas about how to evaluate the training programme. Trainers often begin a programme without thinking about how the programme fits into a strategic plan or how it supports and promotes specific business goals. Donald Kirkpatrick, one of the leading experts in measuring training results, identified four levels of measurement and evaluation: reaction, learning, behaviour, and results. One of the most common ways trainers measure participants’ reactions is by administering end-of-session evaluation forms. Comparing pre-training and post-training test results will give an indication of the amount of knowledge gained. Formative evaluation involves conducting the programme and using feedback to make changes that improve receptivity and relevance. Summative evaluations usually are conducted after training is completed. The purpose of summative evaluation is to draw conclusions about how well the training worked. Measuring return-on-investment is useful and can help ‘sell’ training to leaders.
