ABSTRACT
Evaluation’s fundamental premise is to collect data directly related to the objectives of the HRD program. HRD professionals are sometimes concerned that appropriate data are not available in the organization; fortunately’ this is not the case. The data needed to evaluate training are already being collected in the vast majority of settings. The confusion sometimes stems from the different types of outcomes planned for training programs. Often’ programs’ skill and behavioral outcomes reflect what participants will be able to do after completing the program. The outcomes of some programs’ such as technical training programs’ are easy to observe and evaluate. For example’ it is easy to measure the speed and quality of an assembly line operator before’ during’ and after a training program. However’ behavioral outcomes associated with effective management are not nearly so obvious or measurable. Demonstrating that a manager is an effective delegator or motivator is much more difficult than demonstrating that an assembly line operator is maintaining quality and quantity standards.
