Why do we conduct an evaluation of a learning experience? Many times, we do not use the information or only give it a cursory review. Are there real benefits to conducting training evaluations? Some of the purposes for conducting evaluation include:

To build relationships with management. The identification of the business metric, evaluation plan, collection of information, and communication of results all involve management.

To improve the design of the learning experience. Evaluation can help verify the needs assessment, learning objectives, instructional strategies, target audience, delivery method and quality of delivery, and course content.

To assess the effectiveness of the instructional strategies. Case studies, tests, exercises, and other instructional strategies must be relevant to the job and reinforce course content. Instructional strategies, when used as part of evaluation, can measure the knowledge, skills, and abilities the learning experience teaches.

To determine the appropriate pace and sequence. Do we need more or less time for the total learning experience or parts of the learning? Were parts of the learning experience covered too fast or too slow? Does the content flow make sense?

To decide who should participate in this or future programs. The needs assessment includes an audience analysis. Only including the target audience saves money and improves the return-on-investment.

To determine if you met the objectives of the learning experience. This will allow you to focus your efforts on content reinforcement and improvement.

To determine the adequacy of the content: How can the content be more job related? Does all the content support the learning objectives?

To provide feedback to the facilitator. Did the facilitator know the content? Did the facilitator provide added depth and value? Was the facilitator credible?

To provide feedback to participants. Was there a shift in knowledge and skills? To what extent can the participants demonstrate the skills or behavior?

To reinforce learning. The measurement process itself can cause the learner to reflect on the content, select the appropriate content area, and use it.

To identify which participants are experiencing success. Evaluation can identify which participants grasp the new knowledge and skills and which participants are struggling.

To identify the learning that being used on the job. You must have transfer to have an ROI.

To assess the on-the-job environment. What environmental factors support or inhibit the use of the new knowledge, skills, abilities, and behaviors?

To determine impact and ROI. What was the shift in the identified business metric? What part of that shift was due to the learning experience? Was the benefit to the organization worth the total cost of providing the learning experience?

To gather data for marketing purposes. Positive results can help promote the learning experience to other potential participants. It also positions the training and development staff as a valuable asset.

The above statements will help you make the business case for learning. However, management often also wants to know the benefits from an evaluation. Evaluations can:

  • secure client support and build client relationships
  • allow you to see if the results from the learning are consistent with the business opportunity analysis, and needs assessment
  • focus the training, which results in reduced costs
  • provide information regarding the target audience and individual participants
  • assess the alignment of the content with the learning objectives, needs assessment data, and the instructional strategies.
  • validate performance gaps and learner needs
  • determine if the learning was a cost-effective solution

If you demonstrate value, you may have access to more resources. Identifying purposes and benefits for an evaluation initiative helps you frame the business case and garner support.