Inte rnational Journal of Le arning & Deve lopme nt ISSN 2164-4063 2013, Vol. 3, No. 4 www.macrothink.org/ijld 64 Training Programs Evaluation for Educational Supervisors in Oman Zayid Ali Khalfan AL-Hosni Faculty of Education, University of Malaya, Kuala Lumpur, Malaysia Kazi Enamul Hoque (Corresponding Author) Faculty of Education, University of Malaya, Kuala Lumpur, Malaysia Abdul Rahman Idris Faculty of Education, University of Malaya, Kuala Lumpur, Malaysia Abdul Jalil Othman Faculty of Education, University of Malaya, Kuala Lumpur, Malaysia Accepted: August 13, 2013 Published: Sep 06, 2013 Doi:10.5296/ijld.v3i4.4244 URL: http://dx.doi.org/10.5296/ijld.v3i4.4244 Abstract In today's organizations training is one of the major parts of human resource development (HRD), but training is incomplete until and unless evaluation has taken place, however several previous studies in universal context shows that there is gap in evaluation training programs. In line with this aim, this study had the effort to investigate the perceptions of educational supervisors (ES) concerning current practice in evaluating training programs (ETP) of ES by Ministry of Education (MOE) in Oman. This paper adopted qualitative approach; using multiple- case study design in which data were collected through interviews, also observations and documents review to supplement interview data. The participants in this study were training providers, training evaluators, trainers, direct superiors, and trainees. Data revealed that respondents expressed different views regarding current practice in ETP of ES by MOE, Oman. Most of the interviewees' reflected that existing ETP still not implemented to its full capacity and the appeared that evaluation faced many challenges to get planning, short-terms, and long-terms evaluation resulted; The participants expressed variety recommendations and suggestions to overcome the current weakness and the shortcoming of evaluation performance practice by MOE. Key Words: Training programs, Educational supervisors, Evaluation, Oman 1.0 Background Current conditions necessitate the need for specialized training capable of facing challenges. Training to the universal organizations is one of the major parts of human resource development (HRD). Aminuddin(2001) claim that training is an investment(p. 4).Goldstein and Ford (2002, p. 1) have specifically defined training as “the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment”. Likewise, Sims (1993, p. 605) sees training as “a step toward improving job performance and/or organizational effectiveness”. Smith (2002) confirmed the “importance of off -the-job training as a supplement for workplace learning”(p. 431).