What two types of data are typically gathered during the evaluation phase?

Gathering data during the evaluation phase of training programs is essential to determine the effectiveness and impact of the training. Focusing on whether observed behaviors were a result of the training program specifically addresses the cause-and-effect relationship between the training and the resulting changes in employee performance. This type of data provides direct insight into whether the skills and knowledge imparted during the training led to observable improvements in behavior on the job.

By assessing whether participants apply what they've learned and how this correlates with changes in their work performance, organizations can make informed decisions about the value of the training, necessary adjustments for future training initiatives, and overall investment in employee development. This evaluation helps to ensure that training programs are not only educational but also translate into practical outcomes that benefit the organization.

The other options, while they may provide valuable information, do not focus on the direct evaluation of training effectiveness. For instance, feedback from management and peer reviews can give insights into employee sentiment but may not directly indicate if the training caused specific behavior changes. Changes in employee engagement and productivity could be influenced by many factors outside of the training. Similarly, changes in physical workspace and job roles are more contextual and do not measure the direct impact of training on employee behavior.