Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features

Arthur

W. Jr.

Bennett W. Jr.

Paul S. Edens

Stephen T. Bell

Keywords: Training Effectiveness, Meta-Analysis, Training Evaluation, Training Methods, Needs Assessment

The Study: This meta-analysis examined 397 data points from organizational training studies to evaluate how design and evaluation features affect training effectiveness. The authors analyzed four evaluation criteria (reaction, learning, behavior, and results), the presence of training needs assessments, and the match between task types and training methods.

Main Findings: Organizational training showed moderate to large effectiveness (d ≈ 0.60 to 0.63) across all evaluation types. Learning outcomes had the highest effect sizes, but effectiveness dropped when moving to behavioral and results criteria, likely due to challenges in skill transfer. Only 6% of studies reported conducting a needs assessment, and these did not consistently correlate with higher effectiveness. Matching training methods to task types (e.g., cognitive, interpersonal, psychomotor) mattered, with lecture-based methods surprisingly showing strong effects.

Practical Implications: Training design should account for the evaluation criteria used, appropriate alignment of training methods with task types, and ideally include a thorough needs assessment. Evidence-based planning improves training outcomes and organizational ROI.

Reference: Arthur, W. Jr., Bennett, W. Jr., Edens, P. S., & Bell, S. T. (2003). Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features. Journal of Applied Psychology, 88(2), 234–245. https://doi.org/10.1037/0021-9010.88.2.234

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