Objectives of Evaluation of Training

Acts as a reliable indicator of whether what you have done has worked to serve your basic aim.
To check that identified priorities have been well targeted, without under-utilization of financial resources.
To improve methods of work.
To make processes like transfer, promotion or demotion easier.
Evaluation gives you information that should help you to improve the training process, if it has failed to achieve the desired goals. Thus, it tells you what can be added or deleted for the next session.
To update and refresh old employees to enable them to keep abreast the changing organizational dynamics.
To enhance productivity and reduce spoilage/wastage.
It assists managers to discuss with the individual trainees as the information gained feeds back into the appraisal process.
Raises the commitment and involvement of trainees in the training process.
To enable people work with minimum super-vision and wastage and to produce quality goods and services.
Helps you to assess where you stand in terms of development and furnishes information about performance, thus, enabling preparation of appropriate future training plans and processes.

An unbiased and critical evaluation can have yet certain loopholes that must be observed.
Training is an important and central business function and should not be treated as a non-essential or optional activity. Lack of commitment to it affects efficiency adversely.
A passive planning approach can lead to indiscipline and non-conformity to requirements of time, effort and costs. A reactive management style that concentrates on fire fighting is required.
Lack of careful consideration and awareness of what is to be achieved and measured leading to loss of time, efforts and resources.
Inability to recommend training capable of being implemented.