Today, while providing training, there is a greater concern for the following:
1. Training need analyses are becoming more realistic and are less perfunctory.
2. Aligning training to the needs of business vision and goals. It is not training for the sake of numbers, but purposiveness.
3. There is greater focus on measuring training impact than was so traditionally; for now there is greater caution abut cost consciousness on the part of CFOs while approving training budgets. Therefore, there is a more serious concern for measuring its impact.
4. In many enlightened organizations, training is becoming a part of the larger concept of building a 'learning organization.'
5.Because of the salience of people skills for business success, so as to change attitudes and behviours of organizational members, technical skills training is being supplemented by people-skills training.
I agree with Debi that, nowadays, there is a greater focus on measuring training impact than was before. In general, Kirpatrick stated that there are four levels in evaluating training programs: reaction, learning, Behavior, and results.