Which is the first level in evaluating training?

• A. Learning
• B. Behavior
• C. Results
• D. Reaction

Answer: (D)

In evaluating training, the first step is measuring participants’ immediate reaction. This level captures how they felt about the training—whether it was engaging, relevant, well-delivered, and worth their time. It’s quick to collect, often through post-session surveys or smile sheets, and it provides timely feedback to refine content, pace, and presentation before looking at deeper outcomes.

Why this comes first is that you want to know if the training was well-received before you invest time and effort in assessing what was learned, whether skills were actually changed on the job, or what business results followed. If the reaction is poor, deeper evaluation is less meaningful until you improve delivery.

The other levels come later: learning measures what participants actually gained; behavior looks at how they apply new skills on the job; results examine the impact on performance and organizational outcomes. Reaction sits at the front of the chain because it is the immediate, initial read on the training experience.