The evaluation phase relates to the needs assessment, design, and implementation phases in the HRD process. Ideally, there is a strong and clear linkage between the three previous phases of the HRD model and the measurement and use of data concerning the outcomes of the training or HRD intervention. Was the HRD program effective? This question raises a number of concerns, such as: what is meant by effectiveness? Is it the same thing as efficiency? How is effectiveness measured?

Typically, effectiveness is determined with respect to the achievement of a goal or a set of goals. HRD effectiveness must be determined in relation to the goals of the program or programs being examined. An HRD or training program can be effective in meeting some goals (like staying within budget or increasing a participant’s skills) and ineffective in meeting others (like improving customer satisfaction). We must also address the issue of effectiveness for whom, that is, trainees, trainers, managers, and others may have different viewpoints concerning the effectiveness of an HRD intervention.

Therefore, it makes sense to examine effectiveness more specifically.