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For learning programmes under the guidance of course tutors, all participants will be invited to take part in reviews at key milestones during the programmes delivery. These reviews will look at all aspects of the course, what went well, where improvements need to be made and how the programme could be developed to improve its effectiveness and relevance.
Throughout learning events group discussions and possible individual and syndicate presentations will also be made with feedback given relating to participants own performance in terms of their participation, understanding and their effect use of management processes.
These reviews will make use of individual participation forms and group process effectiveness scoring sheets and may also utilise the SWOT and other analysis techniques.
Group and individual reviews will periodically review the progress (and any difficulties) participants are making on assignments and projects. Personal feedback and advice will be made to support participants in all their endeavours.
Overall programme review and evaluation meetings will be convened on a regular basis with the programme sponsor and where appropriate / possible, these will include participant’s line managers.
 In addition assessment forms will be provided to each participant so that views can be recorded in private covering, for example, course objectives, course content, tutor effectiveness, learning styles, learning methods, course administration, etc. Assessment forms if used on a regular basis throughout a management development learning programme enable our tutors to work closely with participants, participant managers and programme sponsors to maintain programme relevance to participants needs, the organisation's needs and the local need.
Evaluation is a process of seeking and gathering appropriate evidence, analysing and interpreting that evidence and then making a judgment. The benchmark is the learning objectives assigned to enhance behaviour and competence.
The benefits of ensuring that all training is evaluated is essential and as a result:
- management are made aware of the extent to which the training has satisfied the operational needs
- the training function's contribution to operating results and the organisation's improvement is identifiable
- participants are made aware of the contribution of training to their own performance
 At its simplest, evaluation is a de-briefing with ones line manager soon after a training activity. Beyond that evaluation questions whether the required changes have taken place and whether the organisation has got the return it sought and if not why not and what remedial action is required, or maybe what new initiatives whether training or change based might be initiated from learning experiences.
The critical issues are how should an auditor:
- collect appropriate evidence to, for example, demonstrate compliance with the organisation's defined values and behaviours
- collaborate its validity, currency, sufficiency and authenticity
- and make their judgments
There is a risk that evidence omission or bias may present a contrary picture to the company's values and behaviours and therefore corroborating evidence from several independent sources must be obtained.
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