By evaluating learning and development programmes, employers are better able to ensure that these initiatives are aligned with their business objectives and overall learning and development strategy. Effective evaluation of learning requires an understanding of learning needs in line with this broader L&D strategy - and how L&D programmes support the strategy from start to finish.

This factsheet examines the relationship between L&D programmes and the wider L&D strategy, as well as the evaluation methods typically used by employers, from post-training questionnaires and testimonies to development metrics and quantitative survey methods. The factsheet looks at traditional models of training and learning evaluation and highlights recent developments in approach, some based on CIPD research, which focus on learning outcomes, and the extent to which learning contributes strategic value and is aligned with business objectives.

CIPD viewpoint

What is evaluating learning and development?

Traditional training evaluation: the academic background

Our value of learning research

Implications for future learning evaluation efforts

References

Further reading

This factsheet was last updated by CIPD staff.

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