Summary of Make Training Evaluation Work

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Although managers are aware of the need to evaluate their corporate learning and training programs, many are unsure how to proceed. Evaluation experts Jack J. Phillips, Patricia Pulliam Phillips and Toni Krucky Hodges are here to help. They offer a useful, practical manual for implementing solid evaluations of your learning programs. This nine-chapter workbook presents a lot of information and includes useful lists and tables. Whenever the authors recommend an evaluation of a particular kind of training, they provide a list of questions or a sample survey. They use up-to-date industry standards, and demonstrate an understanding of the history and development of learning-program evaluation over the past several decades. getAbstract finds that their workbook prioritizes simplicity, ease-of-use and thoroughness – the very traits they recommend for your evaluation program.

About the Authors

Jack J. Phillips, Ph.D., wrote The ROI Process, which provides accountability data for training, performance, human resources and technology programs. Patricia Pulliam Phillips, Ph.D., heads the ROI Institute, a global information source. Consultant Toni Krucky Hodges has more than 23 years experience in performance measurement and evaluation.



Problems with Training Evaluation

As you evaluate the effectiveness of your company’s learning and training programs, your challenge is to measure and demonstrate achievements that not only will satisfy management but also will enhance the value of your efforts. Part of the problem is that many evaluation measurement methods are too complex. Select a model that is simple enough to be useable and yet powerful enough to provide real insights for sound decision making.

The best evaluation systems begin with planning and preparation, so do not approach evaluation only as a post-learning process that can be slapped together after the real work is done. If you view evaluation as a mechanism for collecting responses after a program, it will lose nearly all of its usefulness to your company’s training efforts. Instead, create your evaluation program as you perform your “needs assessment” so you design the training program to meet the right goals. Anticipate and specify your learning program’s overall objectives. Decide what you can measure and tie your metrics to evaluating the objectives you outlined. Rather than looking narrowly at the program you want to evaluate, take ...

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