| Introduction The challenge of demonstrating results through training and development is
clearly a complex and time consuming one. In order to document change and evaluate the
extent to which performance is improved, it is important to consider the role each phase
of the training and development process plays in these efforts. Needs assessment, program
design, implementation and evaluation need to be fully integrated for real learning and
behavior change to occur back on the job. They represent important building blocks that
must be in place for training to be truly effective.
It is our experience, that if certain actions are not taken
during the program design and follow up phases of a training effort, then it is difficult,
if not impossible, to ensure a payoff with training. Therefore, it may be helpful to
review some of the steps that need to be taken to facilitate change on the job before
summarizing some of the evaluation methods that can be used to measure the extent of that
change.
In summary, there are five features of applied development
programs that, when in place, facilitate the application of training on the job.
1. A top-down design helps gain senior management support for
training and ensures that the improvement efforts of participants are directed toward the
achievement of organizational goals;
2. A diagnostic program in which participants self-assess
their current effectiveness stimulates them to identify improvement opportunities that
they are committed to taking action on;
3. The setting of objectives and the development of action
plans ensures that participants are prepared to take specific actions to improve
performance when they return to work;
4. An integrated development effort that trains two or more
levels within the organization ensures that participants and their supervisors have a
common understanding of the skills and concepts presented and are prepared to work
together to achieve common goals; and
5. A comprehensive follow-up strategy ensures that
participants receive the ongoing support and guidance needed to implement their plans.
With these building blocks in place, it becomes possible to
demonstrate the payoffs from training. To document results, a number of evaluation methods
are available. In this overview, three ways in which program evaluations can help measure
the effectiveness of training programs are summarized.
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