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Evaluating Training In-House

Optimising Learning and Performance Modules

A practical approach to understanding what actually makes learning work.

 

Why evaluation feels harder than it needs to be

Learning and development professionals have been wrestling with evaluation for decades — not because they don’t care about impact, but because most approaches make evaluation feel risky, complex, or disconnected from the realities of work.

For many in L&D, “evaluation” has come to mean one of two unsatisfying options:

  • superficial feedback that tells you very little
  • heavyweight measurement that feels politically dangerous and practically unworkable

And most heavyweight measurement models were never designed to help improve learning interventions over time — only to justify them after the fact.

 

A hidden consistent pattern

And most heavyweight models miss a remarkably consistent pattern sitting behind learning interventions that don’t produce the hoped for results. A pattern which has very little to do with effort or intent.

It usually looks something like this:

A small proportion will use their new learning successfully and achieve a concrete and valuable result. A similarly small number will not use their learning at all.

The vast majority will use some of their learning, probably not see any significant concrete results and after a while give up.

Typical outcome
 

Does It Have to be this Way?

When you treat evaluation as a learning process rather than a judgement exercise, the answer to that question is a definite 'no, it doesn't.'

The modules in this content stream introduce a practical, qualitative approach to understanding what actually helps people apply learning in their day-to-day work.

Instead of chasing perfect metrics or retrospective proof, you’ll learn how to:

  • identify where learning genuinely made a difference
  • understand what helped — and what got in the way
  • refine future interventions based on real evidence from real work
This approach is deliberately designed to be scalable, flexible, and politically survivable — even in complex organisational environments.
It can be changed
 

What are the available modules?

These are the five modules relating to evaluating and optimising learning. If you want to include this content stream as part of your in-house programme, we recommend including all five in modules.

 

OLP01: Beyond Happy Sheets - Scoping and Planning Your Evaluation

Unlike so much evaluation of training which is, frankly, just an after-thought (think typical 'happy sheet') our approach is 'baked in' from the outset.

This module helps you:

  • identify what you really need to achieve from a piece of learning
  • ensure this is properly aligned with business needs, and
  • identify who to liaise and build relationships with outside L&D to ensure ultimate success.

Implicit in this approach is the recognition that ultimate success and performance improvements come from evolving, refining and supporting a learning intervention, by gathering and assessing qualitative feedback and quantitive metrics.

Module length: 1.5 hours

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Scoping and Planning Evaluation
 

OLP02: Defining and Creating Your Impact Model

Central to your training evaluation approach will be your Impact Model. This will build on the scoping and planning work previously completed.

This module shows you how to define and create your Impact Model by identifying :

  • the issues that could, overall, depress the application of the new learning
  • the skills and knowledge to be covered in the learning, categorised by job role
  • what successful application of skills actually looks like, back in the workplace
  • the desired optimal improvement in performance the learners could ultimately achieve, once back on-the-job, and
  • how these optimal performance improvements align with high-level business goals.

Module length: 1.5 hours

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Define Impact Model
 

OLP03: Designing Your Post-Training Engagement Strategy

 

Engaging fully with a range of learners post-training will provide a rich seam of data and insights to help you fully evaluate effectiveness.

This module shows you how to:

  • identify the learners most likely to provide useful insights and data for your evaluation
  • approach and motivate these learners to respond to your strategy
  • focus on the most important factors and issues when engaging with these learners post-training, and
  • frame investigative questions and follow-ups to achieve the fullest and most meaningful responses.

Module length: 1 hour

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Engagement Strategy
 

OLP04: Exploring Success Stories and Learner Frustrations

This module shows you how to dive deep into an investigation of:

  • your participants experiences with the training itself
  • how they have (or haven't) used the learning back in the workplace, and
  • the factors that have contributed positively or negatively to these outcomes.

You will also discover how to probe for valid responses and how to cross-check the data you are gathering, to ensure you are building an accurate and holistic picture of success (or lack of it).

Module length: 1 hour

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Learner Success Stories
 

OLP05: Making sense of learning impact

This module will show you how to analyse and collate information gathered from earlier stages of the evaluation to:

  • create powerful information which enables you to identify and highlight success
  • identify any as yet unrealised success or value, and
  • formalise conclusions and recommendations for improving the impact of your training programme for your business/organisation.

Module length: 1 hour

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Assessing Value and ROI

ITOL Accredited Centre Logo

 

ITOL Accredited Certificate

As an ITOL Accredited Centre, all our courses and programmes count towards badges, certificates or diplomas. 

By including all 5 of these modules in your in-house programme and successfully completing the formal end of modules assessment, you will receive an ITOL accredited Certificate in Evaluating Training and Performance.

Making sense of impact - minus the pressure

Most L&D teams feel the weight of evaluation regardless of the approach they are taking or the method they are using.

Learning Re-Framed is a weekly exploration of learning, impact, and day-to-day work — written for people who want to understand what’s really making a difference, without turning evaluation into a high-stakes judgement exercise.

It’s reflective, practical, and grounded in real L&D contexts — not dashboards, formulas, or abstract ROI debates.

 

<strong>SUBSCRIBE TO LEARNING RE-FRAMED</strong>

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Available Delivery Mediums

For in-house programmes, all of the modules in the Optimising Learning and Performance content stream are available in the following delivery mediums:

 

Download a Learning Re-Framed Programme Brochure...

If you need more information about our Learning Re-Framed in-house or public programme download one of the comprehensive brochures shown below:

 

Browse More Modules?

Ready to take a look at the modules in other content streams? Use the links below or the main site menu above.

Ready to put together a programme or just need some help?

 

Get some help

If you have any questions, or need some help with any aspect of the programme:
 
Click on the button below to use our help form; call us on 0845 122 7102 or email us at: enquiry@pacificblue.co.uk 
 
 
Click to ask your question or get help

 

Putting it all together

If you are ready to put your modules together into a customised in-house course, take a look at the How does it all work? page.

This explains how you can put together the modules you want into a customised programme.

  • The minimum length for a programme is half a day face-to-face or 3 hours of virtual classroom time
  • The maximum length is determined by however many modules you want to include
 

A different way of thinking about evaluation

 

If you’ve ever felt uneasy about traditional training evaluation — not because you don’t care about impact, but because the usual approaches feel unrealistic or risky — you’re not alone.

This short guide explores a different way of thinking about evaluation: one that focuses on learning what actually helps people apply new skills at work, and using those insights to improve over time.

It complements many of the ideas explored in our Learning Re-Framed Substack and goes deeper into:

  • shifting from training delivery to business improvement
  • using qualitative evidence credibly, and
  • confidently building insight without putting yourself (or your team) on the defensive

If that sounds useful, you’re welcome to download the guide below — or subscribe to Learning Re-Framed for ongoing reflections on learning, work, and change.

 

 

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