Review and comparison of various training

effectiveness evaluation models for R & D Organization performance



Gopa B Choudhury a and Vedna Sharma b

  1. Scientist ‘E’
  2. Junior Research Fellow,

Institute of Technology Management, DRDO 

Mussoorie, India



The present study concentrates on reviewing various models for training effectiveness evaluation and then identifies the most suitable model for research and development (R&D) Organizations. If training is provided for any team or any organization, and then there is a need to probably know how important it is to measure its effectiveness. After all, time or money is spent on training so there is need to measure it provide a good return or not. There are various models are given to measure effectiveness of training for employee or organization. The purpose of this paper is to evaluate all models of training effectiveness and compare them to each other.

Keywords: Effective Training, Evaluation, Evaluation Models


Training is a process of bridging the gap between desired and actual level of performance. Role of training may be seen as “ensuring that the organization has the people with the correct mix of attributes, through providing appropriate learning opportunities and motivating people to learn, and thus enabling them to perform to the highest levels of quality and service”. There are some criteria for measuring the success of training; direct cost, indirect cost, efficiency, performance to schedule, behavior change, reactions, learning and performance change. When the organization is executing a training programme, there should be an ideal evaluation scheme, to measure the effectiveness of training and development activities.

Evaluation of training literally means the assessment of value or worth.  It would simply mean the act of judging whether or not the activity to be evaluated is worthwhile in terms of set Criteria.

Evaluations mainly of two different types “formative” and “summative”. A formative evaluation is usually conducted in the early stages of a programme and addresses questions about implementation and ongoing planning. Summative evaluations assess programme outcomes or impacts (e.g., basic data, test scores).

There are dozens of learning evaluation models currently in practice. Each model has its own advantages & disadvantages. In this paper we analyze each model of training effectiveness measurement and compare its features. This paper provides overview of 7 evaluation models that will find most useful: Kirkpatrick, The Five Level Approaches: Hamblin, Kaufman, Philips Model, ROI (Return on Investment Model), Hamblin Model, CIRO Model.

Training Evaluation: Purpose and need & basic premise

With the technology changes, training is necessary to keep pace with these changes. Training is one of the most important HRD activities in organizations today. Evaluation of training and development means assessment of the impact of training on trainee’s performance and behaviour. The process of evaluating training and development has been defined by Hamblin (1974) as, “any attempt to obtain information (feedback) on the effects of training programme and to assess the value of the training in the light of that information”.

The training evaluation is hinged upon the following premise:


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How to cite this paper: Choudhury, G.B. and Sharma, V. (2019). Review and comparison of various training effectiveness evaluation models for R & D Organization performance; PM World Journal, Vol. VIII, Issue II (February). Available online at https://pmworldjournal.net/wp-content/uploads/2019/02/pmwj79-Feb2019-Choudhury-Sharma-comparison-of-training-effectiveness-models-for-rd.pdf


About the Authors

Gopa B. Choudhury

Mussoorie, India



 Gopa B Choudhury, Scientist ‘E’, is working at Institute of Technology Management, DRDO, Mussoorie as a faculty in Organizational Behaviour and Project Management. She is also working as Divisional Head of Academic Division of ITM & is responsible for conducting customized techno-managerial training courses for DRDO Scientists/Officers, etc.


Vedna Sharma

Mussoorie, India



Vedna Sharma has received M.tech & B.tech degrees in Computer Science from Himachal Pradesh Technical University & HPU Shimla respectively. She is currently working as Junior Research Fellow (JRF) at the Institute of Technology Management Mussoorie Defense Research Development & Organization, India.