As we move into the next century, changes in the structure of employment and the nature of work will force training providers and evaluators of training to rethink their
current approaches. Traditional views of employment and of training will no longer seem tenable. Furthermore, many of the current methods of evaluating training effectiveness will be inappropriate given new work and workplace arrangements. Knowledge will be an increasingly influential form of capital and employees will need to take on greater responsibility for their own learning or risk losing access to employment. Making the necessary connections between learners and their learning will be the significant role of trainers beyond 2000. While evaluators will be charged with the task of making judgments about individual performance and the impact of learning on organisational effectiveness.