Training Evaluation Mistake #8

June 12, 2013

Training Evaluation Mistake #8: Treating Training Value Demonstration as a Separate Entity

We often are asked how much should be spent to show the value that training delivers to an organization, and how and when this should occur. Our response may surprise you. 

Showing the value of training is actually quite straightforward if you’ve taken the right steps throughout the needs assessment, design/development and implementation phases. It does not require a separate line item in the budget, nor should it be viewed as its own process. Value demonstration will not be successful if the determination of how the value will be measured does not occur until after the training is delivered.

This topic warrants some discussion based on the related question in the Training Evaluation Strategy quiz:

3-5% of the training budget is a good amount to dedicate to documenting the value it brings to the organization.

69% of you said false, which is the correct response. For the 31% who felt that 3-5% of the training budget should be invested in showing the value of training, the good news is that this amount of investment is not required at this point.

A good training plan starts with the end result in mind: how the training will contribute to on-the-job performance and key organizational outcomes. You can read more about this in Training Evaluation Mistake #1 and Training Evaluation Mistake #4. A good training plan also includes methods and tools for measuring performance and outcomes, as well as a schedule for reviewing data and making adjustments to the plan as needed.

The evaluation strategy works better when built right into the training plan because you can monitor preliminary findings and adjust the program as needed to maximize results. You also eliminate the need for a costly and less valuable post-mortem type of evaluation in which you simply attempt to measure and report what has already occurred, good or bad.

A holistic approach to training evaluation drives the organizational results that the training is intended to support, maximizing the output for all of the resources invested.

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Kirkpatrick Four Levels® Evaluation Certification Program

Kirkpatrick Four Levels® Evaluation Certificate Program

Training on Trial

Getting to Kirkpatrick Levels 3 and 4 (recorded webinar)

Let’s Get Real About Training Evaluation (recorded webinar)

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