When educators, trainers, and human resource development (HRD) practitioners are asked to produce evidence that supports the productivity of the training enterprise, they are often frustrated by the lack of simple and effective methods for assessment. While administrators in an organization are likely to know exactly how much training costs, they may have little idea of its real value. This article examines several methods that have been used to assess the monetary benefits of training. Kirkpactrick's model classifies training outcomes into four levels (reaction, learning, behavior, and results) to provide a framework that explains evaluation. Return on Investment (ROI) is a critical issue for trainers and executives and it should receive more emphasis from educators than it has. Ten methods for calculating ROI are described in detail: (1) Kirkpatrick's Model; (2) Return on Investment; (3) The Time Value of Money; (4) Utility Analysis; (5) 360-Degree Appraisal Feedback; (6) Performance-Learning-Satisfaction Evaluation System (PLS); (7) The Balanced Scorecard; (8) HRD Benefit-Forecasting Model; (9) The Relative-Aggregate-Scores Approach; and (10) Unemployment Insurance (UI) Wage Studies. These approaches are being used more and more by companies to show that there is a high return on the investment made in training and development, and education should take note of this and become better at using these techniques. (Contains 2 tables.)