Evaluate your training

Next steps for developing training

A training evaluation is not an end in itself. Its value lies in making the results work for your business.

Feed the results into a Training Needs Analysis

A training needs analysis (TNA) is designed to assess your business' ability to deliver its objectives. It identifies employees' knowledge, skills and behaviour. It also pinpoints training gaps and training needs, ensuring that you target training effectively and it supplies the facts and figures that underpin your training strategy.

Feeding the results of training evaluation into your TNA:

• ensures the picture is always up-to-date
• establishes the training methods that suit your business and your staff
• identifies cost-effective training
• helps you set meaningful and realistic training objectives
• helps create an environment of continuous staff development
• helps you equip staff to cope with change

See our guide on how to fit the training to your needs.

Consider working for an Investors in People award

The Investors in People (IIP) Standard is a way of improving a business’ performance through its people.

The new IIP Standard, which replaces the previous Standard from January 2006, uses the “plan, do, review” process of business planning, enabling you to follow and implement the Standard as part of your planning process. The process is as follows:

• plan – develop strategies to improve your organisation’s performance
• do – implement these strategies
• review – evaluate the impact of the strategies on performance

The Standard emphasises the need for continuous improvement, encouraging you to review and improve your people-development plans, and in particular to involve your employees in decision-making processes.

You can also ask for a profile assessment, showing how you perform against the Standard.

Read about Investors in People at the Investors in People website.

Subjects covered in this guide

• Introduction
• Why evaluate training?
• Improve business performance through training
• Measure training effectiveness
• Devise a simple training evaluation
• Evaluate more precisely
• Evaluate a range of training methods
• Next steps for developing training

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