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Content about Evaluation

February 20, 2012
Soapbox: ROE: Demonstration of Training Value

Return on expectations (ROE) is a foolproof way to show the value of training in the terms desired by key stakeholders. ROE demonstrates the degree to which training initiatives satisfy the expectations of key business stakeholders.

Return on expectations (ROE) is a foolproof way to show the value of training in the terms desired by key stakeholders. ROE demonstrates the degree to which training initiatives satisfy the expectations of key business stakeholders. Assumptions that may assist training professionals include:

  • Key stakeholders are high-level managers or executives.
  • Stakeholder expectations primarily include the accomplishment of the organization’s highest-level goals and mission.

Figure 1: The Kirkpatrick Model

February 13, 2012
Conference Highlight: Four Principles for Improving the Evaluation of Training

Don’t just follow the Levels 1-4 of the traditional analysis model—wield them.

 

Training 2012 Conference & Expo speaker Laurie Bassie explains how to hone Levels 1-4 in the traditional analysis model.

January 31, 2012
Assessing Human Potential to Predict Future Success

Objectively assessing potential and identifying an individual’s ability to succeed when faced with future challenges is difficult for many companies. But identifying employees who have the right characteristics and attributes—and specifically agility in learning, adapting to changing situations, understanding the business models, and building networks of useful contacts—should be part of every organization’s plan and will contribute to a high-performance organization.

By Roger Edwards, Senior Vice President, Strategic Consulting, Pilat HR Solutions

When the economy is in turmoil, it’s important to retain talented individuals to maintain business momentum and survive through the tough times. Coming out of a recession, it’s even more essential to have skilled talent in the right job to support growth.

November 23, 2011
Integrity and the Role of HRD

With all the apparent lapses of integrity we’ve witnessed, why are we not seeing more attention paid by the HR and HRD world? Here are a dozen suggestions of ways HR and HRD professionals can play a proactive role positioning integrity as a practical business strategy and crafting more“integrious” organizational cultures.

By Al Watts, Founder, inTEgro, Inc.

With all the apparent lapses of integrity we’ve witnessed, why are we not seeing more attention paid by the HR and HRD world? What should the roles of HR and HRD professional be? Here are three reasons it may be difficult to get our arms around integrity, and suggestions for helping leaders and their organizations function at the highest possible level:

November 23, 2011
Last Word: Remember When

Trainingmagazine graciously asked me to write the final Last Word column for 2011 in view of my 50-plus years as a training professional, my creation of the Four Levels of Evaluation, and my recent
retirement. Much has happened through these last 50 years.

By Don Kirkpatrick

Trainingmagazine graciously asked me to write the final Last Word column for 2011 in view of my
50-plus years as a training professional, my creation of the Four Levels of Evaluation, and my recent
retirement. Much has happened through these last 50 years.

November 3, 2011
The Myths of Return on Expectation

There is no need for another ambiguous term that creates more confusion. Instead, focus on defining expectations and developing objectives that link to meaningful business measures.

By Jack J. Phillips, Co-Founder, and Patti P. Phillips, Co-Founder, President and CEO, ROI Institute           

Learning and development professionals routinely create new terms and jargon. While meaningful to them, an obscure term often is confusing to key clients and executives. The most recent addition to the vocabulary is return on expectation(ROE). Let’s examine this term and relate it to what we know about current measurement systems.

What Is It?

August 22, 2011
Training Transfer: Insight to Action

One of the issues training and development professionals continually face is whether participants have successfully transferred learned skills to the job. In other words, have they taken the insight they gained in training and turned it into action that is meaningful to them, their teams, and their company? Here is a set of approaches (tips) that when implemented have the opportunity to significantly increase training transfer.

By Dave Basarab

One of the issues training and development professionals continually face is whether our participants have successfully transferred learned skills to the job. In other words, have they taken the insight they gained in training and turned it into action that is meaningful to them, their teams, and their company? Working for (and with) Fortune 500 global training functions, I have developed a set of approaches (tips) that when implemented have the opportunity to significantly increase training transfer. Here are a few for your consideration.

July 25, 2011
World View: Focus on Malaysia

The Malaysian government has given priority to making quality education and training more accessible and is encouraging employers in the private sector to provide training and development to their workers. In the next decade, there will be a demand for training in a wide variety of skill areas.

By Lynn Witham

Since Malaysia’s independence from Britain in 1957, the Malaysian economy has undergone a rapid transformation, shifting from agriculture based to diversified, with a well-developed manufacturing sector and significant foreign investment. Government plans call for further restructuring to create a knowledge-based economy while maintaining high-value manufacturing capabilities and to continue to attract international investment, particularly in the value-added areas of services, biotechnology, high technology, and Islamic finance. 

March 30, 2011
Predictive Evaluation: A New Approach

This excerpt from “Predictive Evaluation,” by Dave Basarab, explains how organizations can predict (forecast) training’s value to the company, measure against those predictions, use leading indicators to ensure you are on track, and report in a business format that executives easily understand.

By Dave Basarab

Predictive Evaluation (PE) is a new approach that provides compelling training data to executives, including:

March 18, 2011
Leverage Audience Response Solutions
Audience response systems enhance learning and relearning in various training environments, including training rooms, field training, virtual/simulations training, and online learning management systems. The ability of response systems to manage, evaluate, and implement researched instructional strategies has produced inspiring results and has been the impetus for its rapid growth in high-stakes training.
  By Dr. Tina Rooks, Vice President and Chief Instructional Officer, Turning Technologies “High stakes” applies to a number of training topics/profession. However, for the sake of this article, “high stakes” references trainings that require 100 percent mastery or subsequent performance could result in severe negative consequences such as bodily harm or loss of life.
September 1, 2005
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Decent People, Decent Company

Decent People, Decent Company

July 6, 2005
More slides, less time, less satisfaction

As a presenter, you are creating more presentations with more slides, but you are less than happy with the time it's taking, the quality of the results and the amount of time you get to rehearse. These are the findings of a recent survey of 750 profession.⻼皺欸/ࠃ暼療.帉痾Ѐ�涆醿焷

As a presenter, you are creating more presentations with more slides, but you are less than happy with the time it's taking, the quality of the results and the amount of time you get to rehearse. These are the findings of a recent survey of 750 profession.⻼皺欸/ࠃ暼療.帉痾Ѐ�涆醿焷

July 1, 2000
Ask away

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