The important thing to remember is that this in no way measures what learning took place. Obviously this is much more difficult to measure than reactions. In order to adequately measure what was learned in training, there must be an entry pre-test. Because it is difficult to develop a transferred knowledge measurement tool, much training is delivered without any plan whatsoever for measuring this training component. This check must occur in the workplace at a pre-determined period following training.
Management is most concerned with training evaluation on a broad-scale organizational level.
This evaluation must somehow determine the results and whether it was worth the investment. This evaluation is often the determining factor for continuing or terminating training efforts. The expectation that training must be entertaining Because reaction sheets measure how the participants felt about the training, the trainer may tend to emphasize participant enjoyment rather than substantive information. Because trainer ratings are a major influencing factor in the rewards that a trainer receives from his or her management, these circumstances can often lead to a conflict of interest. There is a commonly held belief that it is the trainer's responsibility to ensure that participants learn.