evaluation of trainings effectiveness on management development and identifying its constraining factors

educational evaluations reveal degrees of value creation for stakeholders. the evaluation results can help to improve the quality of teaching and prevent to wasting educational efforts. in this study, using the kirkpatrick model (1994), the effectiveness on management development curriculums of the levels behavioral / applicable in descriptive and quasi- experimental method has been studied. should bear in mind that the time horizon of this study, is considered a longitudinal study. pre-test survey, two weeks before the curriculum to measure behavior change resulting from learning experiment is employed. the post- test involves measuring changes learners in two time periods: 1) two weeks after completion of the curriculum, 2) one or two months after finishing the curriculum. evaluation results indicate that the changes in job behavior resulted from the training curriculum, although can be seen within two weeks, but it is not stable, and after one month has decreased, but it is not stable, and after one month has decreased. in other words, learning of learners in these curriculums not is not conducive to change their job. indicate that the cause of failure eleven deterrent effect of reducing or neutralizing the effectiveness trains of management development. the results of this study indicate that the education system of iran development management is in need of fundamental revision. this review primarily involves the selection of an appropriate theoretical model and then design a training needs assessment based on job level, organizational, and cross it.