HRD evaluation is defined as the systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, value and modification of various HRD programs.
Evaluation can serve a number of purposes within an organization.
It can assist with:
*Determining if a program achieved its objectives.
*Identifying the strengths and weaknesses of HRD programs.
*Determining the cost-benefits ration of HRD programs.
*Identifying which participants benefited the most or least from the program
*Gathering data to assist in marketing future programs
*Determining if the program was appropriate
*Establishing a database of information to assist in strategic decision making.
The Models of Evaluation
Brinkerhoff’s six stages
A common model to evaluate HRD programs is Robert Brinkerhoff’s six-stage model. The major benefits of this model is that you can respond to evaluation results and adjust the program during its creation.
The stage are: goal setting, program design, program implementation, immediate outcomes, and impacts & worth.
Kirkpatrick’s four levels
Donald L. Kirkpatrick, in his book Evaluating Training Programs, identified four levels at which training can be evaluated.
The levels are: reaction, learning, behavior, and result.