Presents an evaluation design which, because of its simplicity and the ease with which the data collected may be analyzed, is ideal for use in the "real world" as a practical method for evaluating the impact of training on employee behavior. (CT)

Discusses the appraisal interview as a technique for assessing employee performance. It first covers the organizational benefits of appraising employee job performance; then, using an appraisal behavior model as the basis, describes four ways to conduct an appraisal interview, with emphasis on the most effective. (EM)

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)

Analysing Training Evaluation of the Worth of Training (TEOT) data collected in Successive Intervals Scaling procedures makes possible a more realistic assessment of input TEOT data, and enables training executives to improve their decision making at very low cost. (SA)

Seven steps describe the process of building and using a survey: (1) establishing the target group, (2) building survey questions, (3) using the card method, (4) conducting the survey interview, (5) analyzing survey results, (6) involving line management, and (7) appraising the approach. A sample survey form is included. (Author/MW)

The second phase--planning phase--in a three-part training evaluation process for organizations, businesses, and/or industry is presented through dramatization and commentary. (Steps in this phase include design, organize, estimate cost, offer options and negotiate, and present findings.) A flow chart traces the entire training evaluation process.…

Urges trainers not to proceed blindly in learning program effectiveness. (DS)