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)

It should be the supervisor, rather than the staff development expert (training expert), who evaluates the results of a company's training program. All too often, changes reported by the staff development officer are not observed by the trainee's supervisor. (AN)

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)

A new evaluation technique developed by the Life Office Management Association (LOMA) has developed an evaluation form for measuring and improving training effectiveness. (BP)

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)

The author describes his experience in designing and conducting a follow-up study for determining whether a series of career development workshops achieved immediate postworkshop objectives and whether they had longer-term effects as well. Process is emphasized over findings. (CH)

Summarizes major concepts and approaches of the Evaluation Training Consortium project, showing how they relate to evaluation in the human resources development context. (CT)

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)

Workshop and conference improvement becomes a function of planning, linking, evaluating and following up on all aspects of the workshop experience. (ABM)

Examples of the type of questions that should be asked in evaluating training programs. (SP)

It is proposed that one of the best ways to sell training is by the objective results of training evaluation. (Author)

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

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.…

The author discusses application of Del Gaizo's four-level evaluation model to a business communications skills course for support and secretarial staff. The four measurement levels are (1) happiness, (2) learning, (3) practical application, and (4) bottom line. (CH)