In this series, we have suggested that a ‘strategy’ for L&D needs to be practical, informative and fit the organisation. We have so far examined four aspects of creating a practical vision for L&D in an organisation: WHY learning is important; WHAT kinds of skill needs L&D will address; HOW learning opportunities will be delivered, and WHO will support individuals with their learning. This article addresses the ‘SO WHAT’ question: how the organisation will evaluate L&D interventions and how an approach to evaluation can become part of an overall L&D strategy.

The challenge of evaluation L&D professionals are accustomed to thinking about training as a cycle of needs analysis, design, delivery and evaluation. So, in theory, we accept that evaluation is important.

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