Purposes and uses of evaluation:

Evaluation is a systematic process to determine the worth, value, or meaning of an activity or process. In a broad case, evaluation is undertaken to improve training programme, or to decide the further of a programme. These broad purposes can be divided into ten evaluation purposes, identified and described below:

1. To determine success in accomplishing programme objectives: every training programme should state objectives in a generally accepted format (measurable, specific, challenging, etc.). Evaluation provides input to determine if the objectives are being (or have been) met.

2. To identify the strengths and weaknesses in the training process: probably the most common purpose of evaluation is to determine the effectiveness of an HRD programme various elements and activities. Programme components include, but are not limited to methods of presentation, learning environment, programme content, learning aids, schedule, and the facilitator. Each component makes a difference in the training effort and must be evaluated to make improvements in the programme.

3. To compare the costs to the benefits of a training programme: with today's business focus on the bottom line, determining a programme cost effectiveness is crucial. This evaluation compares the cost of a programme to its usefulness or value, measured in monetary benefits. The return on investment (ROI) is the most common measure. This evaluation provides management with information needed to eliminate an unproductive programme, increase support from programmes, which yield a high payoff, or make a programme adjustment in a programme to increase benefits.

4. To decide who should participate in the future programmes: sometimes evaluation provides information to help prospective participants decide if they should be involved in the programme. This type of evaluation explores the application of the programme to determine success and barriers to implementation. Communicating this information to other potential participants helps decide participation.

5. To test the clarify and validity of tests cases and exercises: evaluation sometimes provides a testing and validating instrument. Interactive activities, cases studies, and tests used in the learning process must be relevant. They must measure the skills, knowledge, and abilities the programme is designed to teach.

6. To identify which participants were the most successful with the programme: an evaluation may identify which participants excelled of failed at learning and implementing skills or knowledge from the programme. The information can be helpful to determine if an individual skills or knowledge, from the programme. This information can be helpful to determine if an individual should be promoted, transferred, moved up the career ladder, or given additional assignments. This type of evaluation yields information on the evaluation, in addition to the effectiveness of the training programme.