As an HR professional, I would use all levels even though my boss was only interested in the results. The four levels are reaction, learning, behavior, and results. The first three are responsible for the results, which is why it is important to understand the whole picture. For example, if the results are not exactly what you wanted, you would want to know what part did not work out and vice versus. The first part of this review is reaction. Reaction is how trainees felt about their experience (Home, n.d.). This is importat because if they found the training to be boring or lacking detail, it may not produce the outcome employers wanted. Also, it is important that we see how different people reacted so it can be approved upon. Next is learning. The learning part refers to the knowledge before and after (home, n.d.). Learning is important because it is the main reason the training exists. Employers want their employees to learn something new and important. If the results show that employees did not learn a lot, then how can the training be fixed? Behavior is next. Behavior is evaluated once the employee returns to their job and applies the knowledge (Home, n.d.). For example, in my position, I have to test kids on math and reading. I did the testing without training. When I went to the training, I learned that I was supposed to be timing how long it took each kid to respond to the answer. This completely changed the outcome of the assessments. When I returned to my job after the training, my behavior changed because I applied what I had learn. Lastly are results. This is what everyone wants to see. Results is the effect on the business (Verna, 2021). As I said in my example, I did not know that I was supposed to be keeping time. Since time changed the outcome, our scores dropped, impacting the numbers that our school reports. Overall, it is important to look at each part rather than just the results. There might need to be change within the training. Eshna Verna says that the goal of training is to improve both the individual and the group (Verna, 2021). It would be impossible to do if employers do not look at all parts. provide feedback