1. Define evaluation and explain its role in HRD
2. Compare different frameworks for HRD evaluation
3. Discuss the various types of evaluation information available and compare
the methods of data collection
4. Explain the role of research design in HRD evaluation
5. Describe the ethical issues involved in conducting HRD evaluation
6. Identify and explain the choices available for translating evaluation results
into dollar terms
7. Calculate a utility estimate for a target organization
8. Discuss how technology impacts HRD evaluation
One day, the director of training at LensCrafters got a call suggesting that top executives were looking to improve the company’s bottom line and couldn’t find enough tangible evidence that the company’s train- ing programs were producing a measurable return on the company’s investment. Top management at this optical retailer understood that employee train- ing was important, but they wanted to know what evidence was available to show that there was in fact a payoff to the organization from the money being spent on training. The phone conversation
ended with a challenge: “What are you going to do about this?”
Questions: If you were the director of training in this situation, what measures would you like to have avail- able before you responded to top management? That is, what types of evidence do you think management would find convincing that training was having a posi- tive impact on the organization? Why did you pick the measures that you did? How would you go about col- lecting the data for the measures you selected?
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