Detailed Explanation:
The correct answer is C. Reaction, learning, behavior, results.
These four elements correspond to the widely used Kirkpatrick Model of Training Evaluation, which evaluates training effectiveness at four progressive levels.
The four levels are:
Reaction – Measures how participants feel about the training (e.g., satisfaction, engagement, perceived relevance).
Learning – Measures what knowledge or skills participants actually gained from the training.
Behavior – Determines whether participants apply what they learned when they return to their jobs.
Results – Evaluates the impact of training on organizational performance, such as improved quality, productivity, or customer satisfaction.
This framework helps organizations evaluate not only whether employees liked the training, but also whether it produced meaningful improvements in workplace performance and business outcomes.
Why the other options are incorrect:
A. Pre-training, end-of-training, post-training, on-the-job
These describe timing of evaluation rather than the actual evaluation levels.
B. Pre-hire, 6 months, 12 months, 30 months
These represent time intervals rather than training evaluation stages.
D. Cognition, comprehension, competency, communication
These are learning concepts but do not correspond to the recognized four levels of training evaluation.
Quality Management Excellence emphasizes evaluating training not only by participation or satisfaction, but also by measurable changes in behavior and organizational results.
