ABSTRACT
The objective of this chapter is to consider how people evaluate others in organizations and the processes by which these evaluations are used as input into training and development systems within organizations. Specifically, we examine the processes by which supervisors, trainers, and others evaluate employees’ learning and developmental needs, make decisions affecting their career motivation or expectations for training, and track their progress through training. Our emphasis is on the effects of interpersonal perception and evaluation processes on employee training and development, particularly in terms of diagnosing training needs, facilitating trainee learning, and measuring training transfer or impact.
