Measuring the effectiveness of training is not a luxury, it is essential. The Comptroller and Auditor General has reported on the need for measurement of training results (see VFM Reports 38 on Civil Service Training and Development and 56, Improving Performance, Case Studies). He referred to the use of the Kirkpatrick method of evaluation and used it as the basis for his evaluation of training expenditure.While attending training courses is often a positive experience for delegates, it can be difficult for supervisors or training officers to precisely measure the positive return on investment, including the short-term and long-term impact of training on productivity and effectiveness. The positive benefit of training for the organisation as a whole can also be challenging to measure. As delegates don’t always take the time to fill in feedback forms, training officers may have to ultilise different strategies and approaches to accurately measure the effectiveness of training. Against this background, Public Affairs Ireland has developed a practical, focused seminar on the issues which arise when measuring the impact and effectiveness of training, including dealing with the Kirkpatrick four levels of evaluation.