Measurement and evaluation play a significant role in determining
the performance and business impact of human resource development
(HRD) programs. Analyzing HRD programs allows practitioners to draw
distinct conclusions about how effective the programs are and to
make defendable, practical recommendations based on those
These evaluation results can help decision makers make difficult
choices such as deciding to discontinue a program that proves not
to be worth the investment.
But, there is a new trend emerging for evaluation and a new role
for the evaluator: to ensure the skills and knowledge provided in a
program actually transfer to the work environment. The evaluator
can take the lead by putting together a task force of the key
players. Who the players are depends on the program as well as the
way the organization is structured. Putting together this team at
the beginning stages of program development will ensure the
- Some type of needs assessment is conducted to identify a
- The solution identified takes into account potential barriers
so steps can be taken to determine strategies for removing those
- Potential enablers for successful performance are identified so
as to ensure those enablers are put into place.
- The solution is practical and feasible to develop and
- The tools and processes needed to carry out the evaluation
strategy are put into place.
- Everyone understands the program.
- Everyone feels ownership in the process. This increases
participation at key critical times throughout the program
planning, design, implementation, and evaluation.
- The method for communicating results of the evaluation is
Strategies that ensure the transfer of learning include the
- Market the program.
- Design transfer strategies into the program.
- Ensure involvement by all players before, during, and after.
- Demonstrate the extent to which transfer takes place by
- Communicate program success and failures to the organization so
that the lessons can be used for future programs.