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Evaluation is critical to understanding the effectiveness of training programs on individual and business outcomes. Yet many organisations limit their evaluation of learning and development programs to the reaction level – how participants feel about the learning experience.

Whilst it is important to ask questions of employees immediately after the training about the content, presentation, venue etc. (via an evaluation form), this is only one aspect of evaluation.  Evaluation tools that measure the transfer of learning and its application in the workplace, and the effects on organisational performance are also required.


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