Anticipatory evaluation emphasizes the role of evaluation objectives in planning human resource development programs. In this integrated approach, evaluation begins before the program is designed and continues throughout development and implementation. (SK)

As companies devote more resources to training, the need for valid information about the return on investment increases. (JOW)

Describes a training-evaluation method that assesses whether participants remember what they were supposed to have learned and know how to apply it on the job. (Author)

It is possible that the emphasis on increased accountability in the training function may drive out programs that cannot demonstrate quantitative, measurable improvements in performance or results. Five levels of issues in training evaluation are (1) work versus perk; (2) substantive versus symbolic; (3) external versus internal; (4) behaviors…

Consists of two articles that (1) suggest use of the Delphi method for eliciting the recommendations of experts on the content of a meaningful and timely course of study for education and training programs and (2) discuss the importance of linking training evaluation to the processes of design and implementation. (JOW)

Offers a step-by-step guide to course design and development. Includes information on design basics, underlying objectives, course description, evaluation, standards, recordkeeping, and administration. (JOW)

Evaluating training programs through the use of checklists is explained. One sample checklist is presented for use by managers, supervisors, and/or evaluators for the program design and developmental process evaluation. Another checklist is presented concerning learning conditions. (CT)

Discusses a cooperative effort between Gulf Oil Corporation and Chatham College in Pittsburgh to offer a career development program for women. Details the organization, content, and assessment of the program. (JOW)

A competency exam can help determine whether a training program has been effective only if it can pass the test of content validity. Seven steps for ensuring validity are developing learning objectives, outlining content, establishing format, constructing test items, evaluating validity, administering the exam, and analyzing results. (JOW)

Tabulating and presenting training cost data will facilitate evaluation of programs and analyses of training cost-effectiveness. (JOW)

This special report looks at what is wrong with traditional accounting for training and offers a new model--the consensus accounting model--to help measure the costs and benefits of training. (60 references) (Author)

The author proposes using an action research model to diagnose, develop, implement, and evaluate a career development (CD) program that fits the needs and goals of the organization. Phases of a CD program development plan (data gathering, analysis and synthesis, feedback, program development, pilot implementation, and tracking) are examined. (CT)

Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…

Asserts that a large part of the labor pool from which businesses draw employees is poorly educated. Suggests that a good way to get help is to create strategic alliances with government agencies and private organizations. Presents examples of an alliance that was formed to address labor deficiencies in South Carolina. (JOW)

Explains why some programs fail to prove themselves in evaluations yet have substantial benefits. Documents a method of administering self-reports, pre-then-post testing that helps to eliminate response-shift bias. (Author)