Abstract: As an essential human capital investment, training has been rendered important by stockholders, managers as well as the trainees. Early training evaluation theories are mainly qualitative. Now, however, only learning about the changes of the trainees’ opinions, attitudes and behaviors does not satisfy people. Rather, they are more concerned on the financial results of training, say, how much value does the expensive training add to the organization and what does the investment bring along? Many scholars have put forward methods to measure return in training, including the model for measuring return on investment in human capital, utility of training, and a model of ROI based on result of training. This article reviews the literature on evaluating the effectiveness of training and points out some important problems to be studied and solved in the future.