Any training or development implemented in an organizational effort must be cost effective. The benefits gained must outweigh the costs of the learning experience. It is not enough to merely assume that any training an organization offers is effective; we must develop substantive data to determine whether the training effort is achieving its goals. Did the training correct the deficiencies in skills, knowledge, or attitudes management assessed as needing attention? Note, too, that training and development programs are expensive—in the billions of dollars annually in the United States alone. The costs incurred justify evaluating the effectiveness.