Much has been written on the subject of training evaluation but most has concentrated on whether trainees like the training and how much they have learnt rather than on the application of training results. Whatever is learned on a training course, however much and however useful it is, the problem still exists of transferring the learning from the course back to the workplace. Having observed the euphoric mood which overtakes trainees on the last afternoon of any course, and having read the highly favourable comments on the course appraisal sheets, it all seemed to me too good to be true. I decided, therefore, to find out whether learning was being effectively transferred to the workplace (if at all) and to what extent, in the belief that the end of a course should not mark the end of the training process but rather its beginning. According to Brethower and Rummler there are four potential levels of training evaluation: