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Well said Martin,
you need to have measures that can prove improvement by training alone or improvement most significant by training.
I have been studying the training evaluation method for some time now and have found that though the approach to training evaluation goes on much the same lines, most are not able to derive a concrete correlation between performance improvement and training, even though you most certainly know it is because of training, unless it is proven, it is not recognized.
A detailed study/research/prework is required.
A detailed Training/Trainer's feedback will take care of part I of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
Find the Training Need, do the analysis, find the specific areas you need to improve employees on (in most cases it will be different for different training and can not be generalized).
make a mesurement tool to measure pre and post training knowledge on the desired areas.
Always remodel your training according to your audience. This also help you to design you training program according to your audience. rope in your training tools specifically targeting what you need to improve, this will require you to mould your training on one subject many times according to the requirement of the batch, each training will be a new experience. where as the conventional approach is that we make a program and conduct the same program for every batch that comes for that training.
Use the same tool to find out the pre and post training knowledge.
This will take care of the part II of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.
Once you have done this, you can pick and use the elaborte potential measures given by Rajesh B to take care of Part III & IV of your evaluation if you are going about Donald Kirkpatrick's Evaluation Model.