With today’s challenging economy, L&D budgets are receiving more scrutiny than ever. Participant feedback forms (i.e., smiley sheets) administered immediately after a learning program are no longer enough, and HR and talent management professionals are feeling the pressure to look for more solid evidence to justify the investment in their programs.
This talent management white paper:
Reviews the classic four-level model of evaluation.
Discusses the challenges in assessing value for new and existing development initiatives.
Offers suggestions on how to ensure that L&D evaluations reflect what executive leadership expects.
Provides steps to consider when evaluating the ROI of development programs.
Shares examples of companies that have effectively demonstrated the value of their L&D programs.