- Keith Mcmanaman, Head of People
Training and development activities must be evaluated, in respect of their effectiveness from both an organisational and a personal perspective. There are several ways in which this can be done.
The staff member and line manager should also agree how the training will be put into practice and what, if any, support will be required to implement the learning from the training undertaken. This may mean for example, identifying particular work tasks or projects where the learning can be used and new skills practised.
The training and development evaluation form consists of two sections. The first is a response to the training or development activity, the second is about action planning in order to implement training. The purpose of these forms is to evaluate the effectiveness of training and development, and ensure that resources are wisely employed. An individual is asked to complete this immediately after each training/development event. A copy of this is forwarded to HR and kept on the individual’s training and development file.