1. Problem Statement

The thesis addresses the gap between training evaluation in theory and in practice.

While training evaluation models exist (e.g., Kirkpatrick’s Four Levels), organizations often fail to implement them comprehensively.

Barriers include lack of clarity on methods, time/resource constraints, and difficulty connecting training outcomes to organizational performance.

2. State of Research

• Existing literature provides many theoretical models for training evaluation.
• The Kirkpatrick model remains dominant, but criticized for:
  • Linear, one-size-fits-all approach.
  • Overemphasis on participant satisfaction and learning without measuring behavior change or results.
• Newer approaches stress:
  • ROI and organizational impact (Phillips ROI model).
  • Holistic, context-specific evaluation.
• Research gap identified: a practical, user-friendly framework that blends theory with actionable steps for real-world application.

3. Proposed Framework

The thesis introduces a "Bridging Framework":

• Combines established evaluation concepts with a practical step-by-step guide.
• Emphasizes:
  • Pre-training alignment with organizational goals.
  • Continuous evaluation during and after training.
  • Use of both qualitative and quantitative measures.
• Integrates feedback loops to refine future training.

4. Methods Utilized

• Literature review: To identify theoretical gaps.
• Qualitative interviews with HR/training professionals to understand real-world constraints and needs.