All courses are flexible in format and may be included on our public course calendar.


No Events

Save up to 15% off for early and multiple bookings

The Whole Thing reserves the right to alter dates, content, venue and the trainer for each course with reasonable notice.


This course is CPD Certified with each day equivalent to 6.5 hours of CPD

Training Effectiveness

Duration : 2 days 

Training Design and Evaluation for Maximum Return on Investment (ROI)




Leaders, managers, human resource, organizational development and learning (training) and development personnel that want to improve their training design and evaluation competency to move strategic intent into executable projects, achieve great results and maximum ROI in pursuit of the organization’s goals.




Effective training design and evaluation is essential for building the human and social capital required to ensure sustainable business growth. Mastery of the training design and evaluation process allows organizations to effectively control their training interventions and provide measured data that confirms contribution at all levels.


Training Effectiveness is a proven approach to training design and evaluation that follows Kirkpatrick’s learning and evaluation theory and the four levels of evaluation: Level 1 – Reaction; Level 2 – Learning Level 3 – Behaviour and Level 4 – Results.


Profound achievements occur through effectively transforming individuals and this program takes a holistic view of training design and evaluation and introduces the delegate to the knowledge, skills and attitude required to design and develop training that allow the organization to design for maximum ROI.


The program is well researched, knowledge-based and designed with the individual learner at the centre of the learning process which means that the course is extremely interactive and practical.




By the end of this course delegates will be able to:

✓Determine training effectiveness and evaluation

✓Determine the purpose of evaluation at each of the four established evaluation levels.

✓Develop the skills required to write comprehensive instructional learning objectives and link them to the different evaluation levels.

✓Identify the tools and selection criteria to select appropriate data collection methods for each of the evaluation levels.

✓Identify how to calculate training programs costs and calculate their return on investment

✓Identify the intangible benefits derived from training and development programs.

✓Produce drive to self-develop in in training design and evaluation

✓Produce positive impact on the overall performance of each delegate and the organization





  • What is Training Effectiveness?
  • The Training Cycle
  • Evaluation in Context
  • Why Evaluate?
  • Benchmarks ( Company’s Already Designing for ROI)
  • How to Evaluate Training
    • Learning and Evaluation Theory (Kirkpatrick)
  • Characteristics of Evaluation Levels
    • – 4 Levels of Training Evaluation (Kirkpatrick)
    • -The Return On Investment (ROI) Model (Philips)
  • Why design for ROI?
  • Moving Strategic Intent to Results
  • Roles
  • Tools
  • Linking Training Results with Objectives
  • Rules and Guidelines for Writing Instructional Learning Objectives
  • Linking Needs Assessment with Evaluation Levels
  • Developing Objectives for Evaluation Levels 3 and 4



  • Evaluation in Context (Form day 1)
  • Why Evaluate? (Form day 1)
  • Evaluation Instruments
    • Characteristics of Effective Evaluation Instruments
    • Collecting Post Program Data
    • Factors to Consider When Selecting Data Collection Methods
  • Evaluation at Levels 1 and 2
    • The Reaction Sheet
    • Design of the Reaction Sheet
    • The Test; Post Training Activity
  • Evaluation at Level 3 – Skill Transfer: From the Workshop to the Workplace
    • What Usually Happens After Training
    • What Must Happen After Training
    • Skills Transfer Defined
    • Barriers to Skill Transfer
  • Evaluation at Level 4 (5)- Converting Data to Monetary Value and Calculating ROI
    • Hard and Soft Data
    • Characteristics of Hard Data
    • Examples of Hard Data
    • Characteristics and Examples of Soft Data
    • How to Convert Data to Monetary Value
    • Tabulating Costs
  • The ROI Myths
  • Dispelling the Myths
  • Momentum a Precursor for Growth


Key Learning Review

  • Group discussion and professional feedback to consolidate key learning. Delegates will leave the day with a list of development activities to improve their training design and evaluation competency back at work.




Each delegate will be asked to complete a pre-course questionnaire to determine their individual learning objectives. These will be used by the trainer to give on track training that is focused on the individual learner attending.




The individual leaves this program with a Personal Action Plan to encourage immediate transfer of training to the job.




To register for this course please review the grey box above. If no public course is listed or the location and dates shown don’t suit you then please request a proposal for this course either as a public training course or if you have 6 delegates or more as an in-company training course by clicking on Request a Proposal.

Selected Clients