Rethinking training evaluation: Omnidirectional evaluation, range of audience and intentional change
Taylor and Francis
School of Business and Law
Training evaluation remains an indispensable yet incomplete component of human resource development. In this article, we introduce a new omnidirectional four-level training evaluation framework that is constructed within two independent focal axes –intentional change and range of audience – which specify different expected organisational changes and interested audiences in the evaluation. The four evaluation levels – identification, consumption, utilisation and realisation – are not necessarily linear and ascending, but are independent tools that can be combined in an ascending, descending or independent manner, tailored to the situation, evaluation focus, organisational context, desire or requirement. The omnidirectional training evaluation framework expands training evaluation theory to focus on a better understanding and conceptualisation of surrounding factors, be they organisational, resource-based or otherwise, and moves the evaluation process from an autotelic Human Resource activity towards an integrated organisational one.