At least three types of data are available for evaluating HRD effectiveness: individual, systemwide, and economic. Individual performance data emphasize an individual trainee’s knowledge and behaviors (i.e., Kirkpatrick’s second and third levels). Examples of these kinds of data include an employee’s test scores, number of units produced, timeliness of performance, quality of performance, attendance, and attitudes.

A complete evaluation effort would ideally include all three types of data. Different questions demand different kinds of information. The key is to carefully examine questions being asked or decisions being made when selecting which data to use.