Developing a Training Evaluation Plan
Develop an evaluation plan to determine if each learning objective has been met in your training and development
program, including evaluation levels used, the specific measurement instruments (such as questionnaires, interviews,
observation), and your methodology for the evaluation process.
For this assessment, you will develop an evaluation plan for your training and development program.
Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in
By successfully completing this assessment, you will demonstrate your proficiency in the following course
competencies and assessment criteria:
Competency 2: Demonstrate effective training program design, development, and implementation.
Analyze the methodology used in the evaluation process.
Competency 3: Demonstrate effective training program measurement and evaluation.
Explain how evaluation levels will be measured.
Justify the evaluation plan used for the training and development program.
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The basic framework for training evaluation is built from Kirkpatrick’s four levels of evaluation: reaction, learning,
behaviors, and results. This assessment supports the collection methods and analysis of evaluation data for your
training and development program.
Questions to Consider
As you work to complete this assessment, you may find it helpful to consider the questions below. You are
encouraged to discuss them with a fellow learner, a work associate, an interested friend, or a member of the business
community, in order to deepen your understanding of the topics.
Which learning objectives are best evaluated using each of Kirkpatrick’s levels?
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When should evaluations be conducted to capture both short-term and long-term training objectives?
What levels of evaluation afford organizations the best return on investment for their training and
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The following optional resources are provided to support you in completing the assessment or to provide a helpful
context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation
menu of your courseroom.
Click the link provided below to view the following multimedia piece:
Evaluating Training: A General Picture | Transcript.
The following resources are provided for you in the Capella University Library and are linked directly in this course.
Engel, S., & Kapp, K. M. (2004). Sovereign bank develops a methodology for predicting the ROI of training
programs. Journal of Organizational Excellence, 23(2), 51â€“60.
Farrell, D. (2005). What’s the ROI of training programs? Lodging Hospitality, 61(7), 46.
Mathison, S. (Ed.). (2005). Encyclopedia of Evaluation. Thousand Oaks, CA: Sage Publications, Inc.
Course Library Guide
A Capella University library guide has been created specifically for your use in this course. You are encouraged to
refer to the resources in the BUS-FP4047 â€“ Employee Training and Development Library Guide to help direct your
The resources listed below are relevant to the topics and assessments in this course and are not required. Unless
noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching
the bookstore, be sure to look for the Course ID with the specific â€“FP (FlexPath) course designation.
Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall.
Chapter 9, and Appendix 9-1.
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Use the Effective Training textbook, the Internet, or the Capella Library to research Kirkpatrick’s evaluation levels.
For this assessment, complete the following:
Develop two or more Kirkpatrick evaluation levels for your training and development program.
Explain how each evaluation level will be measured. ( Hint: Will you use a sample questionnaire, an
observer checklist, or a test?)
Analyze the methodology you would use in the evaluation process. ( Hint: Would you use a pre- and posttraining evaluation, a post-training evaluation, or a control group that does not receive the training but
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serves as a comparison group for evaluation?)
Justify the evaluation plan used for your training and development program.
Written communication: Written communication is in a professional style with correct grammar, usage, and
APA formatting: Resources and citations are formatted according to current APA style.
Headings: Incorporate level headings according to current APA style.
Length: A typical response should be 3â€“5 typed double-spaced pages.
Font and font size: Times New Roman, 12 point.
References: Use at least two references.
How to use the scoring guide
Developing a Training Evaluation Plan Scoring Guide
Use the scoring guide to enhance your learning.
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