Comments on: Training Evaluation, ROI, and IOL

By: Tina Youabb

Tina Youabb — Sun, 04 Dec 2011 20:34:08 +0000

The Return on investment, or ROI is a very costly procedure, but the IOLis definately a much less costly and more beneficial process for companies. Following up with evaluation is crucial. It is necessary to perform evaluation in order to seeif learning had been transferred and if training was sucessful.

By: steven nardi

steven nardi — Sat, 03 Dec 2011 05:53:34 +0000

The Impact of Learning (IOL) process seems like a good alternative to calculating the Return on Investment (ROI). By using the IOL it saves time, resources, and money, and relies. Since the IOL process relies on input from the employees, implementations are more likely to be effective. The IOL process is a good way for the CLO to show that he is doing his job without having to through the lengthy process of calculating the ROI.

By: Ramiza Pekovic

Ramiza Pekovic — Wed, 30 Nov 2011 17:06:58 +0000

Training evaluation, simply put, will determine the level of worth of the training. Whether or not the learning officers had an impact on the learners is a big part of how effective and worthy the training was. If change did not occur as a result of the training, then its implementation was pointless to begin with; however if the learners were involved and improvement in performance and actual learning occured, it is a clear indicator that there was a return on the investment (the program).

By: Helen O'Toole Loosevelt

Helen O'Toole Loosevelt — Thu, 24 Nov 2011 05:24:44 +0000

Evaluation is key to success. Training is costly and it’s important to evaluate the value of training by getting the learner involved. They know first-hand what’s working and what’s not and their involvement will only prove beneficial in the long run.

By: Sana Ali

Sana Ali — Thu, 24 Nov 2011 05:05:34 +0000

For the training process, evaluation is necessary. It shows if the training was successful or not. The learners’ feedback is essential and connects to the organization’s goals and mission.

By: Taushonia White

Taushonia White — Thu, 24 Nov 2011 05:01:49 +0000

I agree that evaluation is a very important part in determining the IOL. The adult learner is different and needs to give feedback when they are going through this process. If they feel that they are learning, it will used again not just during training.

By: taha sabir

taha sabir — Thu, 24 Nov 2011 04:30:39 +0000

I agree that evaluations are necesssary for getting feedback of how the training was. Getting the learners feedback gives an idea of what one is lacking in or what areas they need to improve.

By: Ronaldo Fuentes

Ronaldo Fuentes — Thu, 24 Nov 2011 02:48:44 +0000

If a company is investing money and time to train its work force, there better be a way to measure how effective the training has been. A CLO has to be an excellent change agent and knowledge facilitator to make sure that the training has worked.

By: Christine Farfan

Christine Farfan — Thu, 24 Nov 2011 02:30:06 +0000

In this article I agree with the steps of evaluation. The most important step of the evaluation I think is one of the levels in Kirkpatrick’s model which is reaction. The way a learner reacts to a training says a lot. If they are engaged then they find the training effective. I don’t really agree with if the learner can do the task on the job the the training was effective, because there could be something going on in the work place that can keep the learner from performing.

By: Ronaldo Fuentes

Ronaldo Fuentes — Thu, 24 Nov 2011 02:14:27 +0000

If a company spends money and time in the search of a better trained work force, there better be a way to measure results. This is the only way to justify a CLO. I imagine that a good CLO has to be a very good educational designer, and an even better needs Analyzer.