Coaching or mentoring from other experienced members of staff may fit the bill better than sending an individual on a course, for example. Evaluating the success of training and development As an organisation, we could be better at undertaking effective evaluation of training and development. IiP is concerned with linking training and development to the strategic aims and goals of the organisation. Therefore we should be evaluating our strategic training and development needs. Added to this will be the development needs cited by individuals during the PDR process.
Successful evaluation is dependent on excellent objective setting at the beginning of the process.
While this activity usually produces very long lists, perhaps Schools and Services may be better advised to concentrate on the benefits this training and development has had on its strategic aims and objectives. These examples are very simple, and many people will point out that it is hard to demonstrate that training and development is the only reason for successful strategic outcomes. This is completely acknowledged by Investors in People. What we are looking for is an idea of the contribution that training and development makes to the achievement of our strategic plans. What we are about is continuous improvement, little by little.