Anything of importance should be evaluated as a matter of general principle. In a business or similar environment, some assets and services will be evaluated on an informal basis until or unless it is evident that they are not performing efficiently. In the case of strategic training, however, formal and structured evaluation will almost always be necessary for a number of reasons.

First, strategic training is integral to ensuring that employees are able to perform the tasks for which they were hired. This is a function vital enough to require regular formal appraisal. Second, strategic training is an ongoing function which needs to be replicated and performed regularly for the benefit of different employees. Unless you have some consistent method of evaluation, you will have no data with which to ensure that standards of training are maintained and improved.

Unevaluated training programs are often regarded as a day off work, a waste of time, and an opportunity for procrastination. Employees see that such programs do not adapt to new requirements and are not critically examined, and therefore do not take them seriously. Formal evaluation needs to be a central aspect of strategic training to ensure the program is both relevant and adaptable, and that employees see it as a valuable use of their time.

For training to have any real meaning, it needs to be evaluated. An important element of strategic training is about focusing on the employees. Managers, even with the best of intentions, might implement a training that is not received well by employees. That is why soliciting evaluations and feedback from employees is a critical part of the process.

Once a training has been thoroughly evaluated, managers can decide how effective it actually is, what needs to be kept, and what should be changed. It will inform them as to how much employees actually learned from the training and how much they appreciate the process. This information can then be used to strategically restructure the training according to the information gleaned from the evaluations. This will make future training more effective. The hope is that this strategic and thoughtful approach will lead to improved employee performance and better satisfaction overall. Furthermore, by evaluating the training process, employees will feel better heard and appreciated, increasing morale.

If evaluations are not part of a training process, then it is near impossible to use them in any strategic way. They become just a pro-forma part of the work process. Training programs that are thoughtfully implemented and evaluated will help everyone within the organization better work towards serving the organization's mission.

Undertaking any training program requires the dedication of time and resources. Without a careful evaluation of the results of a training session, a company would have no way of measuring their return on investment and testing whether the training has made a difference to staff.

Evaluation training is a critical step in the training process because judging the reaction of members of staff will quickly tell management how well the training was received and whether it was enjoyed. These reactions can help a company plan more effective training programs in the future.

Careful evaluation of a training session can also give management a clear indication of how much staff members learned and absorbed in a specific training session. It will also help management to ascertain whether the desired outcomes of the training session have been achieved in terms of changed behaviors, improved skills, and altered attitudes.

Organizations continuously think of ways in which they can operate more proficiently within their day-to-day processes. Understanding how a company can be successful can be done through strategic training. In fact, training gives organizations a competitive advantage, ensuring employees are equipped with the necessary skills to be the best and meet company goals. Also, strategic training works to improve the individual employee and the entire staff by placing organizational efficiency at the forefront. Leaders of companies can not only utilize strategic planning to provide resources to their employees but also to discover if their chosen training choices are effective. It is essential to know whether training is efficient, and this can only be done by critically evaluating methods that have been put in place. So, assessing the overall framework of strategic training will provide leadership with valuable information that will aid organizations to perform at their optimal level.

Evaluation of strategic training provides employers with data they can use to measure the effectiveness of the training. Is it achieving its goals? Why or why not? What can be done better or differently? What do employees think?

Moreover, it's important to evaluate strategic training so that one method or strategy can be compared, however imperfectly, to other methods and strategies. Large companies might implement new strategies every few years. Evaluation makes it easier for them to decide whether to continue with their current training, or at least parts of it, or to implement completely new training strategies. Careful evaluation of every step and process in strategic training allows for smarter decisions going forward. If its effects can be quantified by greater employee production, sales increases, an so on, then a particular strategic training method can be marketed to other companies and businesses through statistics and testimonials. On the flip side, if a training strategy has had negative effects for several companies, that can be demonstrated via data as well and avoided.

Evaluating training procedures is an important part of the process of strategic training because it allows the firm to know whether its training is actually having the desired effect.  Strategic training is meant to ensure that employees are properly trained.  It allows them to be more productive than they otherwise would be.  If this is the goal of strategic training, it is very important to evaluate the training process.  It is necessary to look at each step of the process to make sure that it is actually doing what it is supposed to do.