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How to Measure Training Results: A Practical Guide to Tracking the Six Key Indicators Hardcover – 1 Apr 2002


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Product details

  • Hardcover: 300 pages
  • Publisher: McGraw-Hill Professional (1 April 2002)
  • Language: English
  • ISBN-10: 0071387927
  • ISBN-13: 978-0071387927
  • Product Dimensions: 19.3 x 3 x 24.1 cm
  • Average Customer Review: 4.0 out of 5 stars  See all reviews (1 customer review)
  • Amazon Bestsellers Rank: 216,674 in Books (See Top 100 in Books)

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Product Description

From the Back Cover

Quantify the Results of Training and Calculate Its ROI


In today's environment of tighter budgets and accountability, stakeholders increasingly want to know the end results of training in organizations. What did a training program add to the organizations performance and the bottom line? Did it work? If so, why? And if not, what could have been done differently?


How to Measure Training Results gives you the tools to answer these questions and many others. Built around the authors' ROI Process a proven, systematic methodology for measuring and assessing the organizational impact of training programs this hands-on resource will help you:


-Develop evaluation and measurement processes for specific training programs
-Isolate the effects of training from other performance-improvement factors
-Analyze results and identify changes in behavior and business impact
-Identify the costs of a training program, and calculate its return on investment
-Use data-based feedback to improve effective training programs and discontinue or improve ineffective programs
-Validate training programs by linking them to business performance measures

While training has too often been viewed as trivial by both employers and employees, today's stakeholders are demanding better linkage to business needs. Let How to Measure Training Results detail how you can specifically and accurately measure the results of any training program, then use that knowledge to construct a training program that provides proven value to concerned stakeholders and long-term value to your organization.

"This book is written for training practitioners and for anyone who is interested in using practical evaluation techniques to assess, improve, and report on training programs and results. It provides techniques, tools, worksheets, and examples that you can use to follow a systematic process to plan and conduct credible evaluations of your training programs." From the Introduction

Corporate training and performance improvement programs have become standard corporate fare in today's ultra-competitive business arena. But decision-makers who try to determine which programs are effective, and how to increase their overall effectiveness, generally find that methods for credible evaluation and improvement are a little tougher to come by.


How to Measure Training Results addresses this problem head-on. Well-documented and timely, it outlines a five-level framework for scrutinizing the efficacy and success or your training programs from every angle, in the process determining which portions of the program should be enhanced, which should be downplayed or scrapped, and why.


Written by two of today's most recognized and accomplished authorities on training performance measurement and improvement, How to Measure Training Results shows you how to precisely measure and review programs to arrive at concrete, bottom-line results. Its ROI Process helps you create a balanced evaluation by collecting, measuring, and reporting key indicators on a six-level continuum:


1. Did participants feel that the program was valuable, and that they learned new skills?


2. What did they actually learn?


3. How were these lessons applied and implemented on the job?


4. What was the business impact of the program?


5. What was the tangible, measurable return on investment?


6. Did the program provide intangible benefits and, if so, what were they?

Training today is too costly and the results of ineffective training too far-reaching to be left to chance. Use the real-world-proven tools, worksheets, and processes in How to Measure Training Results to take a dramatic leap forward in measuring the success of your training programs, and move to a new level of accountability, effectiveness, and measurable impact on your organization's ROI.

About the Author

Jack Phillips, Ph.D., is the founder of Performance Resources Organization, now the world's leading consulting firm specializing in accountability issues. The author or editor of more than 200 books and 100 articles, including The Handbook of Training Evaluation and Measurement, he has served as a bank president, Fortune 500 training and development manager, and professor of management at a major state university. His clients in 20 countries include such internationally respected companies as AT&T, Federal Express, Lockheed Martin, Motorola, and Xerox.

Co-author Ron Stone is Vice President and Chief Consulting Officer of Performance Resources Organization, and consults directly on evaluation projects with a broad range of international clients. Stone also conducts public and in-house workshops on the ROI Process.

Inside This Book (Learn More)
First Sentence
Much has been written about the need for training and performance-improvement professionals to become more accountable and to measure their contributions. Read the first page
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Most Helpful Customer Reviews

3 of 3 people found the following review helpful By Rolf Dobelli TOP 1000 REVIEWER on 18 Dec. 2008
Format: Hardcover
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.
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Most Helpful Customer Reviews on Amazon.com (beta)

Amazon.com: 9 reviews
14 of 14 people found the following review helpful
Leslie 21 Mar. 2006
By Avid Reader - Published on Amazon.com
Format: Hardcover
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!
12 of 13 people found the following review helpful
The best program for measuring training results that I have seen 25 July 2008
By Craig Matteson - Published on Amazon.com
Format: Hardcover
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
8 of 10 people found the following review helpful
Money Talks . . . 31 July 2002
By A Customer - Published on Amazon.com
Format: Hardcover
Jack J. Phillips' has been writing several books on assessing the impact of training and his latest book, co-authored with Ron D. Stone, is among the best ones, it is indeed a very good introductory book on evaluating training.
The more experienced training practitioner, who may have been using Kirkpatricks 4 levels, will also get a lot out of the book. It adds tools to Kirkpatricks levels but it also completes the Kirkpatrick model by adding a fifth lev, a ROI analysis. However, not everything may be measured in $ so the authors also include some ideas on how to present intangible assets in the reports.
A lot of the concepts have been presented in previous books, but here they are taken a step further when the authors give examples from their long experience within the field. Downloadable forms, worksheets, and checklists (at the publishers website!!), that may be adapted to various needs is a definite valuable add-on for practitioners who do not have an urge "to do it all on their own".
The book starts off with taking a look at the need for measurement and evaluation and presents the ROI-process as a framework for 6 types of measures, (Kirkspatricks' 4, the ROI and intangible assets). Then all levels, possible measurements etc are presented throughout the book, finishing off with key implementation steps. It is all wrapped in the ROI-process, a step-by-step "receipe" for planning, building and implementing the evaluation process.
So when the top management want to know if a training program is worth the money . . .
Reading the book may get you on the track. It may help you talk the language of Money a way that senior management understands.
This is in addition to building better programs.
3 of 3 people found the following review helpful
Great resource for training evaluation 29 Dec. 2012
By David Nichols - Published on Amazon.com
Format: Hardcover
This book is one of the best books on training evaluation I have read. It is primarily geared toward training in the private or corporate sector, but it also a useful resource for education field.
2 of 3 people found the following review helpful
Helpful insights about calculating the return on your training investment 18 Dec. 2008
By Rolf Dobelli - Published on Amazon.com
Format: Hardcover
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.
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