A four-phase systematic approach to evaluating human resource development (HRD) programs and/or courses was developed. The approach consists of four distinct, yet interrelated phases: select evaluation targets; develop the evaluation plan; collect and analyze information/data; and prepare an evaluation report. First, 23 potential evaluation targets in the following 6 categories were identified: course/program development; course/program delivery; trainee achievement; instructor performance; graduate performance in the workplace; and cost-benefit analysis. Next, the following steps in the evaluation-planning phase were detailed: specify the evaluation's purposes and objectives; identify sources of information; identify information/data collection methods; and prepare a program evaluation activities schedule. Available types of instruments for collecting qualitative and quantitative data were discussed along with steps for developing a balanced approach to evaluation by maintaining a constant awareness of the company's vision and working toward that vision. A detailed plan for evaluation reports was outlined that included guidelines for presenting evaluation findings and developing an action plan based on the results. (The paper contains 19 references. Appended are the following: biographical information about the authors; chart illustrating the concept of a balanced evaluation scoreboard; chart for recording a performance measurement index design group; and glossary.) (MN)