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1.Evaluating training effectiveness Levels of outcomes (1)

The HR and training literatures emphasize the organizational benefits to be gained from adopting a systematic approach to HRD whereby the ongoing development of employees‘ skills underpins broader business objectives. (Keep, 1989)

Core elements of a systematic approach to training often include identifying needs, planning, delivery and evaluation. The evaluation stage is arguably the most problematic part of the training process. (Reid and Barrington, 1997)

Only 3% of UK establishments undertook any cost-benefit analysis

     (Deloitte Haskins and Sells, 1989: 46)

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