Which level focuses on behavior changes in training evaluation?

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

Answer: (B)

The main idea is whether training actually changes how people behave on the job. This level, focused on behavior changes, looks for observable differences in performance after training—whether employees apply what they learned in real work situations. For example, after a customer service course, do staff follow the new scripting, use the corrected procedure, or handle inquiries more effectively? Measurements typically come from supervisor observations, peer feedback, or performance data collected some weeks after training to allow transfer to happen.

This level differs from others: Reaction gauges how participants felt about the training, not whether they changed behavior; Learning measures increases in knowledge or skills; Results assess broader organizational outcomes like productivity or quality.