Training evaluation models offer one of the best frameworks to measure training effectiveness, which is a key indicator of your training investment.
But most companies and organizations rely more on feedback forms and satisfaction scores to measure effective training programs, which can leave them without key insights that shine light on whether training outcomes match expectations.
If your corporate training programs are eating up a significant amount of your yearly budget, you want to know that the investment is being spent wisely. That’s why training managers need evaluation methods that connect learning objectives to job performance and organizational success.
That process begins with choosing and implementing the right training evaluation framework that fits your organization today – and where it’s headed tomorrow.
Are Your Traditional Evaluation Methods Falling Short?
Think about your last training evaluation. What were the KPIs you set to determine “success”? If you’re like most organizations, you likely tracked attendance, completion rates, and whether or not the training was satisfactory.
The only problem? These data points fail to reveal insightful (and actionable) data about training effectiveness or skill development.
Without systematic frameworks that allow you to track behavior change, you’re likely missing key success factors that point to longer-term training success:
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- What are the workflow barriers?
- Are there inadequate support systems in place?
- Do gaps in intended knowledge transfer exist?
So, which training evaluation models are best for your organization to adopt in 2026 and beyond? Here are the top 5 to consider.
5 Top Training Evaluation Models for Corporate Training
1. Kirkpatrick Model
The Kirkpatrick model of learning evaluation is one of the most widely adopted evaluation frameworks, measuring training effectiveness across four distinct levels:
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- Reaction: Participant reactions and feedback through surveys and feedback forms
- Learning: Knowledge acquisition that confirms intended knowledge transfer
- Behavior: On-the-job application verified through manager observation and performance metrics
- Results: The connection between training and business objectives through measurable metrics
The Kirkpatrick Model is highly accessible for most organizations and addresses real business challenges while staying relatively resource-efficient. Learn more about the Kirkpatrick Model.
2. Phillips ROI Model
An extension of the Kirkpatrick Model, the Phillips ROI Model adds a fifth level: return on investment.
This training program evaluation model isolates training impact from organizational and environmental factors through cost-benefit analysis.
In essence, this model compares program costs against measurable improvements – showing how employee training programs reduce support costs and minimize errors. This model of learning evaluation is great for high-stakes training initiatives where a positive ROI is essential.
3. Brinkerhoff Success Case Model
The Brinkerhoff model looks for extreme cases of the most and least successful participants in training programs. It may seem strange to focus on outliers, but this model gives you an idea of where gaps may exist in your training methodology.
The Brinkerhoff Success Case Model leans on focused interviews to see what organizational support systems and individual behaviors drive success (particularly helpful during ERP hypercare phases).
4. CIPP Model
The CIPP Model focuses on four evaluation metrics – offering a more holistic take on the evaluation process with an eye for continuous improvement:
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- Context
- Input
- Process
- Product
Context evaluation examines specific organizational needs and priorities, while input evaluation focuses on the quality of training materials and delivery methods. Process evaluation looks at execution throughout the training, and product evaluation measures the final training outcomes against specific learning objectives.
5. Anderson’s Model of Learning
Anderson’s Model of Learning is a three-stage evaluation cycle:
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- Assess alignment between training investments and strategic priorities
- Evaluate learning program contributions via ROI analysis
- Establish the most relevant evaluation framework for the organization’s unique context
This model offers a clearer perspective that human resource development leaders can use to optimize their training portfolios and adapt as necessary.
Which Training Evaluation Models Are Right For Your Organization?
There may not be one “right” model of learning evaluation for your organization. The reality is that effective training evaluation combines multiple models throughout your entire training program lifecycle.
For instance, during pilot phases, you could use CIPP’s process evaluation and Kirkpatrick Level 1-2 to establish the key baseline measures. At go-live, you can implement Kirkpatrick Level 3 while launching Success Case interviews. In hypercare, you can initiate Phillips ROI analysis to get a better sense of what is and isn’t working as metrics stabilize.
Why OnboardERP Integrates Evaluation into Training Programs
At OnboardERP, we embed evaluation models and frameworks into our training program designed to support your business objectives with actionable data-collection methods. Whether you’re implementing Dynamics 365, SAP S/4HANA, Oracle Cloud ERP or any other ERP system OnboardERP can help you unlock true business impact and support continuous improvement across all of your training programs.
Want to learn more? Contact our team today or browse our library of training guides and expert tips to take the next step in your training evaluation efforts.
Learn more about our business solutions including Oracle Fusion Cloud ERP Training.
FAQ
Which training evaluation model should organizations start with?
While every situation is unique, many begin with the Kirkpatrick Model as the foundation evaluation framework. You can then layer in the Phillips ROI Model (for high-stakes training initiatives) and the Anderson model during hypercare. Our team of training experts can help you determine the best direction for your organization’s strategic objectives.
Discover more about ERP Project Team Training.
What data collection methods work best?
Research has found that a combination of automated data sources (LMS analytics, system usage logs) with structured human input (manager observations, competency assessments) can help establish baseline measures well before any training programs begin.
Is calculating training ROI realistic?
Absolutely! When you are focusing on measurable training outcomes such as reduced support costs and improved cycle times, calculating training ROI matters more than you might expect. A great option to choose is the Phillips ROI Methodology, which offers a systematic framework for isolating training program contributions to clarify real success rates.
How often should organizations evaluate training effectiveness?
Frequency will vary, but you’ll want to consistently measure data points throughout the evaluation process. Aim for measuring immediately post-training, then again 30-60 days later for behavior transfer, as well as quarterly for business results and continuous improvement.
