In-house training has become an aspect of human resource management that today's companies can no longer neglect. Over the past 2 years, business and industry have invested considerable sums of time and money in developing the skills of their personnel. However, training evaluation efforts have evolved little and have for the most part lacked rigor. A literature review reveals that the majority of companies have favored an approach to evaluating training results that is based on the four step model first introduced by D.L. Kirkpatrick. This article points out some of the limitations of each step in the model and proposes solutions.