Learning can be modelled as a chain of impact from the planning of learning to meet
organizational or individual learning needs to the learning that takes place in a learning
event, from learning to changed behaviour, and from changed behaviour to impact on
others and the organization as a whole.It is at the planning stage that the basis upon which each category of learning event is
to be evaluated should be determined. At the same time, it is necessary to consider
how the information required for evaluation should be obtained and analysed.
Approaches to the evaluation of learning have traditionally concentrated on the
evaluation of training events as described below. But the trend is to concentrate more
on the validation of the total learning process.
Training evaluation defined
The process of evaluating training has been defined by Hamblin (1974) as: ‘Any
attempt to obtain information (feedback) on the effects of a training programme, and
to assess the value of the training in the light of that information.’ Evaluation leads to
control, which means deciding whether or not the training was worthwhile (prefer-
ably in cost/benefit terms) and what improvements are required to make it even
more cost-effective.
Evaluation is an integral feature of learning activities. In its crudest form, it is the
comparison of objectives (criterion behaviour) with outcomes (terminal behaviour) to
answer the question of how far the event has achieved its purpose. The setting of
objectives and the establishment of methods of measuring results are, or should be,
an essential part of the planning stage of any learning and development programme.
Levels of evaluation
Four levels of training evaluation have been suggested by Kirkpatrick (1994).
Level 1. Reaction
At this level, evaluation measures how those who participated in the training have
reacted to it. In a sense, it is a measure of immediate customer satisfaction.
Kirkpatrick suggests the following guidelines for evaluating reactions:
● determine what you want to find out;
● design a form that will quantify reactions;
● encourage written comments and suggestions;
● get 100 per cent immediate response;
616 ❚ Human resource development