Final answer:
The first criterion for determining adequate level training is the immediate response of the employee to the training effort. Other criteria include testing at the end of training, behavioral measurements by supervisors, and results such as productivity and profits.
Step-by-step explanation:
The first criterion for determining adequate level training is the immediate response of the employee to the training effort. This refers to how well the employee grasps and applies the knowledge and skills learned during the training. For example, if an employee can successfully demonstrate the newly acquired knowledge in their work immediately after the training, it indicates that the training was effective.
Another criterion is testing at the end of training to demonstrate that learning outcomes were met. This could include assessments or examinations that measure the employee's understanding and retention of the training materials.
Behavioral measurements of job activities by supervisors is also used as a criterion. Supervisors can observe and evaluate whether the employee has integrated the training into their daily work tasks and if it has resulted in positive changes in their job performance. Lastly, results such as productivity and profits are considered to determine the effectiveness of training. If there is an increase in productivity or profits after a training program, it suggests that the training has been beneficial.