Some are scientific, others are haphazard and restricted to a single criterion. The ultimate result of poor evaluation is that training is regarded as a waste of time and money. Skills are measured by performance before and after training. Knowledge to have skill, one must have knowledge. Thus by evaluating skill, knowledge is also evaluated.
Attitudes are difficult to measure as it involves thoughts and feelings.
Evaluated by trainees thoughts and opinions, or by observation of the subject. Performance appraisal should be done before and after training, by immediate superiors, approximately three months after the training. The degree of achievement of the objectives of the training, based on needs analysis determines how successful the training was. Objectives could be improved profits, reduction of costs, increase in quality, reduced staff turnover or any other objectives as set out prior to training. Costs and benefits are crucial if training and development are to receive any credit for improved performance.