How to Measure Training Results: A Practical Guide to Tracking the Six Key Indicators

I always feel for training folks. They do important work that, when done well, truly adds value to the corporation. However, when good things happen, the credit stays closer to those who did the work rather than with those who helped them learn how to do it. Then, when times are tough, the hatchet chops closer to things like training than it does to the place where the ball was actually fumbled. There are many books that try to help training programs justify their existence and quantify their value to the corporation. Of those I have read, I think this one comes closest to having a workable and solid program for capturing the value training creates. I also like the sensible approach the authors take to the cost and time such measurement programs take. So, there are programs of short duration and of limited value that require one kind of measurement (maybe just smile sheets) where other, expensive, long, and strategic programs really are intended to produce long term value. You need to measure its effectiveness so you can document the value your training program added to the company. The authors have a five level process for information. Levels 1 & 2 are the things you collect during training. Levels 3 & 4 are collected (and measured) after training. Level 5 is calculating the return on investment by using the information collected in levels 1-4 plus their monetary values and the collection of cost data. I like their emphasis on reliable data, conservative estimates, and hard numbers. Reviewed by Craig Matteson, Ann Arbor, MI 48103

I have read many articles and books on this topic. While most books cover the evauluation levels defined by Kirkpatrick, this book goes one step further by providing lots of practical examples on how to actually evaluate training at each level. Every page contains at least one useful tip!

very practical information. Gave very easy steps to follow and easy to implement. Reinforced that training can be measured.

Jack J. Phillips' has been writing several books on assessing the impact of training and his latest book, co-authored with Ron D. Stone, is among the best ones, it is indeed a very good introductory book on evaluating training. The more experienced training practitioner, who may have been using Kirkpatricks 4 levels, will also get a lot out of the book. It adds tools to Kirkpatricks levels but it also completes the Kirkpatrick model by adding a fifth lev, a ROI analysis. However, not everything may be measured in $ so the authors also include some ideas on how to present intangible assets in the reports. A lot of the concepts have been presented in previous books, but here they are taken a step further when the authors give examples from their long experience within the field. Downloadable forms, worksheets, and checklists (at the publishers website!!), that may be adapted to various needs is a definite valuable add-on for practitioners who do not have an urge "to do it all on their own". The book starts off with taking a look at the need for measurement and evaluation and presents the ROI-process as a framework for 6 types of measures, (Kirkspatricks' 4, the ROI and intangible assets). Then all levels, possible measurements etc are presented throughout the book, finishing off with key implementation steps. It is all wrapped in the ROI-process, a step-by-step "receipe" for planning, building and implementing the evaluation process.So when the top management want to know if a training program is worth the money . . . Reading the book may get you on the track. It may help you talk the language of Money a way that senior management understands.This is in addition to building better programs.

Jack J. Phillips' has been writing several books on assessing the impact of training and his latest book, co-authored with Ron D. Stone, is among the best ones, it is indeed a very good introductory book on evaluating training. The more experienced training practitioner, who may have been using Kirkpatricks 4 levels, will also get a lot out of the book. It adds tools to Kirkpatricks levels but it also completes the Kirkpatrick model by adding a fifth lev, a ROI analysis. However, not everything may be measured in $ so the authors also include some ideas on how to present intangible assets in the reports. A lot of the concepts have been presented in previous books, but here they are taken a step further when the authors give examples from their long experience within the field. Downloadable forms, worksheets, and checklists (at the publishers website!!), that may be adapted to various needs is a definite valuable add-on for practitioners who do not have an urge "to do it all on their own". The book starts off with taking a look at the need for measurement and evaluation and presents the ROI-process as a framework for 6 types of measures, (Kirkspatricks' 4, the ROI and intangible assets). Then all levels, possible measurements etc are presented throughout the book, finishing off with key implementation steps. It is all wrapped in the ROI-process, a step-by-step "receipe" for planning, building and implementing the evaluation process.So when the top management want to know if a training program is worth the money . . . Reading the book may get you on the track. It may help you talk the language of Money a way that senior management understands.This is in addition to building better programs.And it sure was practical with a digital version on my laptop, that way I bing it with me whereever I go; really conveniant when being a consultant - -