Vocational and technical training programs for less developed countries offer little in the way of training the intermediate cadres, technicians, and village level workers necessary for modernizing the primary sector on which developing economies depend. Training is vital because it secures cost reduction and maximum use of organization, enables people to face changes involved by new techniques and products, improves job performance and gives greater job satisfaction, and brings higher standards of workmanship by improving goods and services. Training needs exist at organizational, occupational, and individual levels. The main steps in developing a successful and effective training program are creation of interest in training activities, development of training process and content of training, analysis, generalization or inferences, and practice or tryout or internalization of abstractions. A well-defined evaluation process is essential to continuously monitor the fulfillment of training objectives. Four levels in the evaluative process include evaluation of reaction to training, evaluation of learning resulting from training, evaluation of change in job behavior caused by training, and evaluation of tangible results of training and their comparison with objectives. Methods used to measure the learning effect of training programs include observation, role playing, case study, surveys, and examination/tests. (NEC)