When evaluating training focused on reduced turnover, which level of training evaluation is being assessed?

In the context of training evaluation, assessing the impact on reduced turnover directly aligns with the "Results" level of evaluation. This level focuses on measuring the outcomes and benefits derived from the training program, which can include various organizational metrics such as employee retention, productivity, and overall performance.

When evaluating training specifically for its effectiveness in reducing turnover, the objective is to ascertain whether the training has had a tangible, positive effect on the organization’s employee retention rates. This level of evaluation goes beyond the immediate feedback of participants or their newfound knowledge or skills, which would be covered in the "Reaction," "Behavior," and "Learning" levels. Instead, it seeks to identify the broader implications of the training on the organization's overall success and workforce stability.

"Reaction" measures participants' immediate perceptions and feelings about the training, "Behavior" looks at how participants apply what they’ve learned on the job, and "Learning" evaluates the knowledge and skills gained during training. While these are important aspects of the training process, they do not directly measure the ultimate impact on organizational metrics like turnover rates, making "Results" the appropriate choice for this evaluation context.