Evaluate your training

Evaluate a range of training methods

Training delivery methods differ widely. Depending on whether trainees are learning facts and figures, specific skills, or doing some professional development, you might choose:

• self-study
• one-to-one coaching
• group learning
• work-based assignments
• external courses
• e-learning

How do you know if the method you chose was the best one for the job? You can use evaluation techniques to assess its quality and appropriateness. See our guide on how to find a training provider/course.

Learner expectations, satisfaction and performance will be central to all evaluations. Other factors will be specific to the training method. For example:

• You might want to assess how well the learner interacts and communicates with other learners and tutors. Depending on the delivery method, you could consider tutor contact, opportunities for feedback, group sessions, online conferences and discussion threads.
• If you are evaluating some one-to-one coaching, a key objective will be to assess the quality of the coach. Your measures might be how the trainee rates the tutor in terms of presentation skills, teaching skills and communication skills.
• A self-study course needs a different set of evaluation criteria. You'll need to look at the depth, range and relevance of resources, how learners progress through the materials, and opportunities for reflection.

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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