A systems approach to evaluating the effectiveness of training programs

The evaluation of the effectiveness of training programs has long been recognized as a necessity in determining the allocation of investment. However, much of industry, today, still does not use an easily administered, systematic, and reliable method for determining training program effectiveness for their salaried (managerial) personnel. It is easily seen that determining training program effectiveness is not a one-shot, one-time event, but a continual process, whose aim, ultimately, is increased productivity. For the effectiveness of a training program to be adequately monitored, these four areas should be measured: (1) trainee attitude, (2) learning, (3) behavior change, and (4) productivity change. It is the conclusion of this research that the usage of the following evaluation techniques will result in an economical and fairly reliable estimate of the effectiveness of a program, when it is administered regularly and competently. The evaluation techniques are (1) case studies which measure knowledge change (2) a survey questionnaire which measures the attitude change (3) a survey questionnaire which measures behavior change through getting the reaction of peers, superiors, and subordinates, and (4) performance appraisals which can be used to monitor the change in productivity --Abstract, page ii