Evidence shows that evaluation practice is limited to direct support within training: little action takes place with other organizational units. Evaluation must have a significant role in the overall human resource function of an organization and must be a part of the planning function. (JOW)

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

Key elements to ensure the effectiveness of training include (1) systematic development of instructional materials; (2) a means of preparing trainers; (3) techniques to transfer training to job performance; (4) materials to support administration and management of trainees; and (5) systematic measurement of program effectiveness. (SK)

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)

Evaluates a managerial training program at the NASA Manned Spacecraft Center. (DS)

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)

Describes a survey of 43 Fortune 500 industrial corporations on management training. Results include the finding that evaluation of training programs is not up to the desired standard. (CH)

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)

The program is directed specifically toward providing the basis for granting college credit for learning experiences conducted by business, industry, private organizations, and government. The author studies the program's evaluation, faculty, materials, subject matter, transferability, and site visits to view their implications and foresee…

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)

Presents a model for developing a strategy for training evaluation, according to the purpose of the evaluation or who is being evaluated. (MF)

An industrial training cost-effectiveness model developed at Bowling Green State University and used in several practical situations is evaluated with definitions of terms, structured training program costs, training returns, and data collection and analysis procedures. The authors emphasize that money spent for structured training is an…