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This article describes how the application of a human resource development [HRD] model can enhance evaluation of cross-cultural training. Comprehensive evaluation is needed to ensure that cross-cultural training is addressing the needs of a workforce that increasingly requires intercultural skills to function efficiently. Effective evaluation of cross-cultural training is particularly needed in a time of increasing cross-cultural business contact due to trends such as the increased use of short-term international assignments, increased number of international assignments to countries with dissimilar cultures, and the increased focus on intercultural effectiveness as a strategic advantage for firms. Evaluation of cross-cultural training should be comprehensive and include domains of performance results, learning results, and perceptions results. Metrics that have been used in previous literature about cross-cultural training are described in terms of these various domains. Recommendations for HRD professionals and trainers in their evaluation of cross-cultural training include using comprehensive models developed in the HRD field, surveying not only participants but also HRD leaders and supervisors of participants, incorporating performance reviews, creating databases to track participants' progress, and implementing or adapting metrics provided in this article to strengthen existing evaluation programs.