by Jack Phillips, Ron Stone
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Product Description
How to Measure Training Results presents practical tools for collecting and measuring six types of data critical to an overall evaluatin of training. This timely resource: - Includes dozens of reproducible tools and processes for training evaluation
- Shows how to measure both financial and intangible/non-financial results
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Average Customer Review:
0 of 0 people found the following review helpful:
 Helpful insights about calculating the return on your training investment , 2008-12-18
Authors Jack J. Phillips and Ron Drew Stone have created an easy-to-understand method for measuring the real benefits of training. They outline a process you can use not only to understand the real impact of your training programs, but also to explain the benefits to top management in terms of actual dollars. Their guide takes you step-by-step through six levels of evaluation, from the early planning stages through implementation, right up to an impact study you can use on an ongoing basis to manage training evaluation. getAbstract thinks this guide offers very useful information for training managers. It provides concrete, step-by-step formulas and practical examples on how to set training goals, evaluate training at each level, convert training data to a compelling ROI model and measure the real benefits of your training programs.
2 of 2 people found the following review helpful:
The best program for measuring training results that I have seen, 2008-07-25
I always feel for training folks. They do important work that, when done well, truly adds value to the corporation. However, when good things happen, the credit stays closer to those who did the work rather than with those who helped them learn how to do it. Then, when times are tough, the hatchet chops closer to things like training than it does to the place where the ball was actually fumbled.
There are many books that try to help training programs justify their existence and quantify their value to the corporation. Of those I have read, I think this one comes closest to having a workable and solid program for capturing the value training creates.
I also like the sensible approach the authors take to the cost and time such measurement programs take. So, there are programs of short duration and of limited value that require one kind of measurement (maybe just smile sheets) where other, expensive, long, and strategic programs really are intended to produce long term value. You need to measure its effectiveness so you can document the value your training program added to the company.
The authors have a five level process for information. Levels 1 & 2 are the things you collect during training. Levels 3 & 4 are collected (and measured) after training. Level 5 is calculating the return on investment by using the information collected in levels 1-4 plus their monetary values and the collection of cost data.
I like their emphasis on reliable data, conservative estimates, and hard numbers.
Reviewed by Craig Matteson, Ann Arbor, MI 48103
5 of 5 people found the following review helpful:
 Leslie, 2006-03-21
I have read many articles and books on this topic. While most books cover the evauluation levels defined by Kirkpatrick, this book goes one step further by providing lots of practical examples on how to actually evaluate training at each level. Every page contains at least one useful tip!
1 of 4 people found the following review helpful:
How to measure training results, 2005-08-02
very practical information. Gave very easy steps to follow and easy to implement. Reinforced that training can be measured.
24 of 27 people found the following review helpful:
 e-book beware, 2002-12-12
I ordered this book with the Adobe Digital Download. After running the install file 3 times, it still wouldn't work. It kept saying "None of the requested vouchers could be obtained."I called Adobe twice and they said they don't support the e-Book reader! I checked their user forums at (...)and there are three other people with the same problem. I can't believe Amazon(.com) and Adobe sell a product neither one supports!
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