Organizations spend huge sums on training for their employees, yet trainers often cannot give a satisfactory answer when senior management asks, "What bottom line results did we get from this expense of time and money?" As training budgets have become more frequently tied to strategic organizational goals, the traditional lack of accountability in the training department is quickly changing. Senior management is eager to isolate the effects of training and calculate a return on investment in training, and according, training is being evaluated much rigorously, both by senior management and HR managers.

How to Measure Training Results is a handbook for trainers and HR managers who want to save their jobs or advance their careers by showing how the training they provide directly benefits their organization's bottom line or strategic goals.