Reaction

• Evaluate the program and the way the information was conveyed by the instructor. Satisfaction is subjective, but should equate to knowledge exchange. If you valued the information taught by your instructor, then the knowledge exchange becomes beneficial to you.
  
  

Learning

• Learning elicits a change in behavior, such as a change in attitude, way of accomplishing a task or an increase in knowledge. The training instructor's choice and presentation of training materials factor heavily into the learning process. Chances are you retained information if the training program held your interest.
  
  

Behavior

• Training programs serve a two-fold purpose. They benefit the company, and they benefit the trainee. They benefit the company by managing knowledge and passing it to its employees. The trainee benefits because personal knowledge is gained, creating new avenues for personal and workforce development. The trainee's behavior elicits change with the advent of knowledge and perception. Facilitating a new approach to your job raises the likelihood that your behavior has changed.
  
  

Results

• Measuring the results of a training program requires you to understand that the results may occur in both the short term and the long term. Feedback is a two-way street. The training department should touch base with you a few weeks after the training program has completed to assess the results of your training. You should respond with your personal take on the training.
  
  

Instructor evaluation

• Often, the instructor evaluation is a standardized form that you fill in manually, or by computer. It may be a rating system of 1 to 5, or 1 to 10, with 1 being the low end of the scale. Your feedback will assist your training and development department in tweaking the training program, or finding a new trainer if your trainer was ineffective.
  
  

Content

• Questions are likely to include rewordings of the four evaluation levels. Instructor clarity, presentation, information conveyance and interactivity are the usual topics to consider. There may be an essay-format evaluation, which gives you the opportunity to add specifics not questioned on the standard evaluation. Your feedback is critical to the bottom line, because companies want maximum return on training investment.