Purpose: The present global business life offers an increasingly important place in management training development. Employing the performance management theory perspective on training, the paper develops and analyzes a functional model of measurement training effects, using both managerial knowledge and behavioral skills as criteria. The main objective of this paper is to verify the concept that “the training attempt as a whole together with its effects can develop middle managers’ effectiveness Design/methodology/ approach: The research achieves this objective by the use of two alternative statistical analyses, where, under arbitrary destinations, their compatibility is demonstrated. Specifically, the primary data has been generated through a survey research based on open-ended questions as well as through face-to-face structured interviews based on the principle of controllable projection. A total of 190 responses are identified. Findings: In this particular research, some useful results have emerged. The proposed evaluation model (consisted of 6 levels), enhances the viable option that training improves the work. The analysis of the items in this current research exhibited that the training contributes positively to the managers’ expectations in relevance to the technical conditions of the teaching and their personal targets. Moreover, the managers’ training contributes to the essential change of their knowledge. The research shows that middle managers’ organizational commitment is not crucially affected by the training procedure. In addition, middle managers’ job satisfaction is positive up to an extent. According to the analysis of the data middle managers’ performance of their work is slightly affected by their training. Also, the morale of the middle managers is improved by training whereas their stability remains unchanged. As regard their self-actualization, self- confidence and prestige, training has a positive effect on them. Research limitations/implications: Other criteria should be subjects of future research in relation to managers’ training are their participation in training-related decisions, organizational climate and diversity of training methods. The comparison of the effects of training interventions tactics of mid-level managers in large and small organization, in state-owned and private companies in countries with different economies should also be studied. Originality/value: The study addresses provides us with an implemented frame training evaluation through which the job effectiveness of managers and all other types of employees is observed.