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Intangible measures are the benefits or detriments directly linked to the training program, which cannot or should not be converted to monetary values. These measures are often monitored after the training program has been conducted and, although not converted to monetary values, they are still very important in the evaluation process. While the range of intangible measures is almost limitless, this chapter describes a few common measures, listed in Table 8-1, often linked with training.
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Not all measures are in the tangible category. By design, some measures are captured and reported as intangible measures. Although they may not be perceived as valuable as the measures converted to monetary values, intangible measures are critical to the overall success of the organization (Oxman, 2002). In some programs, such as interpersonal skills training, team development, leadership, communications training, and management development, the intangible (nonmonetary) benefits can be more important than tangible (monetary) measures. Consequently, these measures should be monitored and reported as part of the overall evaluation. In practice, every project or program, regardless of its nature, scope, and content, will have intangible measures associated with it (Fitz-enz, 2001). The challenge is to efficiently identify and...
