Evaluation – Next Level
Reasons for evaluation are manifold, but all follow the statement "you get what you measure". Potentials for improvement can only be recognised and implemented if an efficient, effective and significant evaluation exists – the efficiency and effectiveness evaluation. |
 "Who supports training programs, that can’t prove itself?" Jack J. Phillips, Ph. D. Developer of the ROI ProcessTM
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Area |
Basic Evaluation |
Efficiency Evaluation |
Effectiveness Evaluation |
Short Description |
Periodical planning and measurement, controlling |
Efficiency analysis of HRD work ("Do we do the things right?") |
Effectiveness analysis of HRD work ("Do we do the right things?") |
Example |
- Budget compliance and cost control of initiatives or the entire year.
- Determine how many employees have been trained
- Determine, how many days employees and leaders have been trained
- HR-Benchmarks on the level of budgets and costs
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- Assessment of employees for trainers, hotel, basic conditions
- Determination of the didactic substances of HRD initiatives
- Monitor increase of knowledge
- Ensuring the learning transfer in the work environment
- Objective result control of HRD initiatives
- Lack of support for HRD initiatives
- Ensure quality of delivery
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- Result-orientated gap-analysis, need assessment
- Synchronisation of your business objectives with the learning objectives
- Determine the right key data up to ROI to be able to find established decisions
- Benchmarks on the benefit level, ROI value, key data
- Deduction of the HRD initiatives from the business strategy by setting all 5 goals
- Precision training
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Tools (Examples) |
- LMS-system
- Internal controlling
- Full costs or marginal costing
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- ROI ProcessTM
- ROI-forecast
- ROI-analysis plan
- Cost-benefit analysis
- Value training linkage
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What kind of evaluation system do you use? How can we support you?
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