When I think about designing a training program, I started by thinking what I would ask about what the employees genuinely need to walk away with, not just what looks good on paper. For this discussion, I chose three simple but realistic objectives that could for almost any organization: improving job specific skills, strengthening communication, and increasing overall safety awareness. Each of these objectives ties back to a real workplace need and gives employees something they can immediately use on the job. To evaluate whether these objectives were actually met, I would build in multiple layers of assessment instead of relying on just one measure. For example, for jobs specific skills, I would use hands-on demonstration's before and after the training to see if employees can perform tasks more independently and with fewer errors. For communication, I'd look at team interactions, peer feedback, and even short role-play scenarios that show whether employees can clearly share information. Safety awareness can be evaluated through incident reports, compliance checks, and brief knowledge quizzes. Noe (2024) emphasizes that strong evaluation connects directly back to learning outcomes and should measure both learning itself and the behavior that follows, which is exactly what these methods do. Ultimately, the goal is to make sure the training isn't just a formality. By setting straightforward objectives and using practical evaluation methods provide response