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MTS provides built-in evaluation measures in all training solutions. Also we can evaluate or provide evaluation tools for your existing or planned training programmes. Please contact us if you want to know if your training has worked.

When a customer has invested time and budget into a training programme then it is important to know if there has been a return on the investment. Effective training enables learners to implement their learning in the workplace. Evaluation of training is required to determine if the training has worked. At MTS we don’t believe that training stops when a course ends and therefore we provide post training support to all learners. MTS also provides evaluation of training programmes as a consultancy service.

The Kirkpatrick model of training evaluation

To evaluate training the most commonly used model is that developed by Donald Kirkpatrick and it is generally considered to be the industry standard by those working in human resources and training. The four levels of Kirkpatrick's evaluation model essentially measure:

1. Reaction of student - what they thought and felt about the training

2. Learning - the resulting increase in knowledge or capability

3. Behaviour - extent of behaviour and capability improvement and implementation/application

4. Results - the effects on the business or environment resulting from the trainee's performance

1. Reaction of student

Reaction evaluation is how the learners felt, and their personal reactions to the training or learning experience. Although reaction is monitored throughout MTS training courses by the trainer, in order to measure it a questionnaire is completed by all learners immediately after the training. The questionnaire is designed to determine if learners enjoyed the training, if they felt it was a good use of their time, if they felt it was relevant, if the level of participation was satisfactory, etc.

2. Learning

Learning evaluation is the measurement of the increase in knowledge or intellectual capability from before to after the learning experience. Throughout MTS courses the trainer will recap a topic and will assess by questioning whether all learners understand it before moving on to the next one, thus measuring the knowledge gained. As a documented measurement tool there is an assessment at the end of courses which tests that all the key concepts have been understood.

All MTS courses include the creation of a training action plan for each learner which documents how the learner will implement their learning. This provides a useful measurement of learning since the implementation will signify that the knowledge from the learning experience has been absorbed. An additional service to measure learning at an interval of time after the training is available from MTS. This may take the form of assessment and/or interviews with learners.

3. Behaviour

Behaviour evaluation is the extent to which the learners applied the learning and changed their behaviour, and this can be immediately and several months after the training, depending on the situation. Measurement of behaviour change is less easy to quantify and interpret than reaction and learning evaluation. Implementation of the training action plan is a very good indicator. The line manager of the learner may be best placed to assess behaviour change and feedback from staff with whom the learner interacts may also provide useful information. Customer satisfaction may also be an indicator of the improved performance and thus the customer (internal or external) should be identified and their feedback requested. 

4. Results

Results evaluation is the effect on the business or environment resulting from the improved performance of the learner. If the training being evaluated is clearly aligned with the objectives of the organisation then the benefits of the training should be clear and implementation of the training action plan will bring about the desired effect. A financial return on investment is difficult to quantify for any training programme. For training related to pharmaceutical analysis measures of results evaluation for an individual may be related to the time taken to complete analyses, the total number of analyses performed and the number of ‘right first time’ analyses. These may also be used as key performance indicators for the laboratory as a whole.

Evaluation included in MTS training courses:

An evaluation questionnaire at the end of each course for all learners to feed back their opinions regarding the training.

An assessment at the end of each course. This usually takes the form of a multiple choice test.

At the end of each course the MTS trainer will assist each learner to generate a training action plan so that they can consider and document how they are going to implement their learning in the workplace.