Purpose: In recent years, the literature on program evaluation has examined multi-stakeholder evaluation, but training evaluation models and practices have not generally taken this problem into account. The aim of this paper is to fill this gap. Design/methodology/approach: This study identifies intersections between methodologies and approaches…

A study of training evaluation activity and challenges in 77 Kuwaiti organizations found that most respondents evaluate their programs only occasionally through the use of questionnaires. Most use the Kilpatrick model for evaluation and the most common level of evaluation is reaction type. (Contains 24 references.) (JOW)

Presents a three-part evaluation schema that provides the framework for describing a methodology that facilitates the evaluation process. Provides details on how to develop and use trainee reaction forms and opinionnaires. Includes sample forms and questionnaires. (Author/JOW)

Traditional program evaluation methods are expensive in terms of time and money. An alternative is auditing, a process that produces an official accounting and verification, often by third-party evaluators. Auditing relies on samples that are critical to the organization and its decision makers. (JOW)

Research conducted among trainers in Nigeria explores key issues inhibiting organizational commitment to training evaluation. Inferences are drawn to arrive at strategies for facilitating organizational commitment. Implications for trainer role and effectiveness are given. (JOW)

Key issues in planning and executing a training evaluation are (1) what is the purpose of the evaluation, (2) which aspects of the learning process are to be evaluated, and (3) what evaluation techniques are appropriate. (SK)

A series of surveys in the last 30 years shows little application of Kirkpatrick's 4-level model for training evaluation (reaction, learning, application, benefit) beyond level 1, a finding confirmed in recent responses from 72 of 620 companies surveyed. A mirror of the model, working from level four to one and back, might be more widely adopted.…

A study was conducted of 262 training providers in Malaysia, where providers must be government approved. Government regulation, client demands for high quality, and an economic downturn that focused attention on training costs have all influenced evaluation in a positive direction. (SK)

This third and final article on effectiveness and efficiency in industrial training contains a number of suggestions on how to improve training effectively and describes how they are going about it in the Netherlands. (Author)

Purpose: The purpose of the current study is to examine the utility of Six Sigma interventions as a performance measure and explore its applicability for making the training design and delivery operationally efficient and strategically effective. Design/methodology/approach: This is a single revelatory case study. Data were collected from multiple…

Part 1 examines the basics of training, the company's attitude, and training's role in business. Part 2 presents ways of validating training courses: against student perceptions and comments and against course objectives. It describes specific validation methods. (SK)

This article discusses the role of the auditor and describes a seven-stage training audit model currently being employed by a multinational United Kingdom bank. Stages include familiarization, auditing the client, auditing the program, auditing the program organizer, auditing the consumer, presenting the report, and tasking action agencies. (CT)

Reviews the history and theory of evaluation of management training and development. Assesses the state of the art of evaluation techniques and instruments, discussing how the focus, scope, and purpose of evaluation affect the choice of method. Presents a systematic model of evaluation and a model of results-oriented human resource development.…

Purpose: Facing the multiplication of entrepreneurship education programmes (EEP) and the increasing resources allocated, there is a need to develop a common framework to evaluate the design of those programmes. The purpose of this article is to propose such a framework, based on the theory of planned behaviour (TPB). Design/methodology/approach:…

The Training Effectiveness Evaluation system provides three categories of tools for planning evaluation of industrial training programs, gathering the needed information, and reporting it. These categories are (1) satisfaction, (2) learning, and (3) performance. (CH)