Increasing impact of training investments: an evaluation strategy for building organizational learning capability

Abstract

PurposeThe purpose of this paper is to provide training and human resources development practitioners with a practical, credible and strategically‐useful training evaluation method.Design/methodology/approachThe suggested evaluation strategy and method are based on the author's experience as a thought leader and consultant with hundreds of organizations world‐wide.FindingsHuman resources development practitioners need a more practical, simple, valid and actionable approach to evaluation.Practical implicationsEvaluation should focus on the entire training and performance improvement process, not solely on training events. Leverage for making improvements to training impact is found in the performance management system factors in the larger organization outside the boundaries of the training department or function.Originality/valueThe paper proposes a new, more simple and valid approach to measurement of training impact that has been tried successfully in several dozen leading companies.