CrossKnowledge

JULY 22, 2016

The Kirkpatrick/Phillips model shows us how and why to assess training outcomes. Evaluating value creation involves comparing the cost of an investment with what you get in return. Indirect costs : salaries paid to staff while training. According to Phillips (2012), intangibles are benefits that cannot be given a monetary value.

Phillips 40

Phillips Kirkpatrick Create Evalution 40

CrossKnowledge

SEPTEMBER 26, 2016

Pottiez, 2013). Even though certain things are hard to measure reliably, Phillips (2015) suggests a way of getting round this when evaluating the impacts of a training course. When dealing with an intangible, the idea is not to seek to evaluate it at any cost, but instead to look for the impact it has on things that are measurable.

Phillips 40

Phillips Kirkpatrick Evalution Training 40

Learnnovators

JUNE 26, 2013

Since Kirkpatrick stated his original model, other theorists like Jack Phillips, have referred to a fifth level, namely, Return On Investment (ROI). Published on 27-Jun-2013. From a business point of view, this is the overall reason for providing executives with a training program.

Evalution 133

Evalution Kirkpatrick Compliance Training Attitudes 133

Learnnovators

JUNE 27, 2013

Since Kirkpatrick stated his original model, other theorists like Jack Phillips, have referred to a fifth level, namely, Return On Investment (ROI). Published on 27-Jun-2013. From a business point of view, this is the overall reason for providing executives with a training program. Written by Banshori Bhattacharya.

Evalution 100

Evalution Kirkpatrick Compliance Training Phillips 100

Learnnovators

OCTOBER 5, 2014

With today’s powerful emerging technologies, embedding simple, cost-effective, and effective performance support solutions in the workflow of employees is a matter of thinking innovatively. These recommendations are based on Towards Maturity’s 2013-14 Benchmark report.

Performance Support 150

Performance Support Support Performance Case Study 150

Xyleme

MAY 16, 2014

Are they simply another budget line item or overhead cost? According to Deloitte''s most recent research, annual spending on corporate learning increased 15 percent in 2013 , reaching more than $70 billion in the U.S. And, at the same time, how do you measure return on investment of L&D initiatives? What should we do?

Companies 97

Companies Metrics ROI Analysis 97

Learnnovators

OCTOBER 5, 2014

With today’s powerful emerging technologies, embedding simple, cost-effective, and effective performance support solutions in the workflow of employees is a matter of thinking innovatively. These recommendations are based on Towards Maturity’s 2013-14 Benchmark report.

Performance Support 100

Performance Support Support Performance Case Study 100