In Donald Kirkpatrick's Four-Level Training Evaluation Model, which level specifically assesses the extent to which participants apply newly acquired knowledge, skills, and attitudes to their daily workplace tasks?

Donald Kirkpatrick’s framework categorizes training evaluation into four sequential levels to measure educational effectiveness and organizational impact: Level 1: Reaction – Measures how participants feel about the training experience (e.g., satisfaction surveys, feedback forms). Level 2: Learning – Measures what knowledge, skills, or attitudes participants acquired during the program (e.g., post-training tests, skill demonstrations). Level 3: Behaviour – Evaluates learning transfer, assessing whether employees actually apply and transfer what they learned to their actual job performance. Level 4: Results – Measures the macro-level organizational outcomes resulting from the training (e.g., increased productivity, cost reduction, quality improvements).