The article explores the important evaluation step in the implementation of
effective human resource development interventions. Different approaches
and types of administration will be highlighted, but the importance of action
learning as the most efficient type of adult training is discussed in detail. As part of the training process, evaluation of training interventions should be implemented as to inform appropriate future human resource development interventions. The fundamentals of evaluation are discussed and emphasis is placed on the important purpose of evaluation. Different models of evaluation are highlighted and the link between different models of evaluation and approaches to training, is created. The most important model, identified by Critten (1995) is discussed and proposed as the most appropriate model for training evaluation within the current organisational contexts. The article concludes with a brief discussion on the challenge of creating a knowledge intensive organisation – one aimed at achieving optimal individual and organisational development.