In this article the author discusses the necessity of the evaluation of the learning techniques. Whatever big ideas emerge in learning and development over the next year, two things are certain. One, seminars and workshops on training evaluation (or return-on-investment) will continue to popular. Two, however good the chosen presenter, significant number of attendees will say they have learned nothing new. The brutal truth is that there is very little new to be learned. Our fundamental approach to training evaluation has scarcely altered for almost half a century. What matters is that the training and development efforts are focused on the learning needs of the organization and that HR development activities are properly directed, well managed, and monitored.