The first level, the reaction level, refers to the satisfaction of the participants in relation to the training.
The second level, the learning level, assesses the degree to which the participants, due to the formative action, have changed their attitudes, improved their knowledge and increased their competences as a result of the training.
In relation to the third level, the behavioral level, the evaluation focuses on knowing the degree to which there are changes in the behavior of the participant in his place of work.
And finally, the level of results refers to the final results that have occurred in the organization due to the participation in training by their workers, either in increases in production, in the improvement of quality, etc. Another author who worked on a training evaluation model was Phillips (1987), who started with the Kirkpatrick model (1959), but added a fifth level, the Return on Investment or ROI.