A short survey will be conducted right after each training for participant reactions. The evaluation covers five dimensions:
1. Expectation for Job Transfer
2. Materials/Media
3. Facilitator Effectiveness
4. Overall Evaluation
5. Improvement Suggestions from the participants

Our evaluation system is based on the well-known Kirkpatrick model, dividing evaluation into four levels:
Level 1. Partcipant Reaction – which assesses what the participants think or feel about the training
Level 2. Learner Performance – which assesses how much the participants learned from the course
Level 3. Transfer of Learning – which assesses whether the participants are using what they learned in the workplace and change their behaviors
Level 4. Organization Impacts – which assesses the effect on organizational performance

The first two levels concern the training event itself, while the third and fourth level concern the impact of the training.

How we achieve at the four levels:
1. Reaction Level
different types of learning situations will be organized. These are:

>> Class room lectures for imparting formal, theoretical and technical knowledge
>> Group discussions
>> Self-learning techniques like job feedback
>> Video tape Simulation techniques

The training methodology so adopted creates step by step environment for all round development of skills and knowledge of the participants.

2. Learning Level
On day one of the program, participants will take a multiple-choice survey regarding areas to be covered during the face-to-face course delivery. A post-course survey will be delivered on the last day of training to assess learning over the training period.

3. Behavior and Organizational Impact Level
By the end of training, all the participants would develop Leadership Development Plan (LDP) or a Individule Development Plan (IDP) for themselves. The HR Manager and their line managers will receive a copy of it.

A reinforce session is recommended after the training. In this session, trainer give feedback and suggestion to participants to help answer questions that they meet when applying new skills in their daily jobs.

According to Kirkpatrick, level four results (Organization Impacts) "can be defined as the final results that occurred because the participants attended the program." It is difficult to measure, especially in Leadership program/training. However, the training plan need to align with organization strategy, so the behavior changes can impact the organization performance positively.