The growing interest in human resources development (HRD) is a response to the increasingly competitive business environment which, in turn, has been shaped by such forces as the emergence of global competition, the quickening pace of technological innovation and the reduction of federal regulations in some industries. This monograph seeks to contribute to the current momentum of HRD by describing the state of the art for HRD evaluation. The needs of business managers and academicians are addressed by describing the applications of evaluation methods to decision-making within the training or HRD organization. Both formative and summative training evaluations are discussed in terms of issues, constraints, and techniques. Models for training evaluation are analyzed into a number of components: (1) definition of perspective; (2) description of variables; (3) use of flowcharts or descriptive matrices; (4) lists of questions; (5) data collection techniques; (6) data analysis techniques; (7) research designs; (8) reporting procedures; and (9) detailed examples. A section on evaluation practice summarizes analyses of evaluations to show how training evaluations are actually done. Conceptual and strategic issues that challenge the evaluator are described. An appendix outlines methods for training economic impact analysis. (LMO)