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How our large companies evaluating their training?


Hi, I am interested in finding out how large organisations (preferably in the UK) evaluate their training. I want to gain insights into the following areas: Whether you use current business metrics, or have your own L&D ones to support in measuring the success of your training interventions? How many training interventions do you design & deliver in a year? What are your core delivery methods? Do you evaluate levels 1 – 4 on all your training? What are the evaluation principles you apply to your training? (e.g. all training get level 1, 30% undergo Level 4, etc) If you don’t use the Kirkpatrick model, what methodology works for you? I would be grateful if you could point me in the right direction or our willing to share/trade best practice storys. Regards, Joel

3 Responses

  1. Evaluation

    Hi Joel – I have a Case Study that I wrote up for an international haulage business, not exactly Boots but it is an interesting read (I think) as it focuses on ROI  analysis. if you drop me an e mail to [email protected] I’ll happy send it you back as an attachment and also some other related materials.

    The answer I fear to your question is very grim. The default setting in many, many organisations is simply an end of course review sheet. Very few look at evaluation and practise what is called ‘Faith’ based training. They ‘believe’ and ‘hope’ it works, but have no proof.


  2. Evaluation

    Hi Joel

    This is my challenge this year, ensuring that we evaluate the success of our training and what the ROI is. 

    I work in a company that has over 400 staff and we use a range of different delivery methods from instructor led delivery to computer based modules.  I have began working on a few ideas that we have just recently implemented so contact me through this site and I can share with you what we have been working towards and how we have incorporated business metrics into our analysis.

  3. Evulation scores.

    I am sorry as I am not expert in this area.  But if I try to be honest with you, I assess my people with their performance and the quality of the work they present which indicates or highlights their understanding of their area of work and their responsibilities as well.

    And special these days, if you give your employees to submit their "a monthly progress report" and advice them to a run presentation in front of every one, then it means the deal is done.

    Best regards


     IThanks for your good service

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