PUBLISHED : Tuesday, 15 June, 2004, 12:00am
UPDATED : Tuesday, 15 June, 2004, 12:00am

Is the business need clearly stated and proven?

Is the link between business needs and job performance established, and the performance standard defined?

Are the training objectives and results required stated in a specific, measurable, achievable and relevant way?

Is the method used for determining the above rigorous and comprehensive?

Have other workplace issues that affect performance been considered? (for example, line management support, sponsor/senior management endorsement, performance measures, rewards, resources, dominant culture, environment, job design and job satisfaction)

How cost-effective and productive is the approach?

How difficult or challenging is this initiative?

What is the quality of the design?

Degree of innovation.

Integration with work.

Measurement process - how reliable are the methods used to measure results, and to what extent are managers and sponsors involved in the measurement process?

Learning results - to what extent did the method meet the learning needs of participants, and to what extent did participants achieve their learning goals?

Business results - are participants able to apply their learning and improve performance to the required standards? Does the impact on business results meet the needs stated?