I have just finished reading Robert O. Brinkerhoff's 2006 book, Telling Training's Story. This book focuses on the 'Success Case Method' to evaluate and assess the impact and effectiveness of training.

 

I think it's an interesting method which seeks to survey and analyse the experience of learning participants against a number of important factors, included in these are; 

 

# The effectiveness if the training function.

# The role and contribution of line managers.

# The working of systems and processes.

# Contribution and support of line management.

 

 What immediately struck me about this approach was the invaluable contribution it could make as an audit or assessment tool of any existing or current developmental system to see where the strengths and weaknesses lie. Following this an action plan for rectification or targets for focus could and should be developed. In this context I can really see this being a valuable method and process.

 

Longer term however it seems to me that the process is unnecessarily complex and I know exactly the response that would be encountered from certain stakeholders in most organisations if it were persisted with. As a starting analysis point and review of the Training and Development function I think it's excellent, as an ongoing strategy it is top heavy and unnecessarily bureaucratic when compared for instance to the Kearns strategy.