The key goal of evaluating the effectiveness of staff training is to analyze the impact of learning outcomes on the overall performance of the entire organization. However, it is rather difficult to accurately assess the relationship between staff development and real profit, therefore, qualitative indicators are often used for evaluation purposes. Qualitative assessment uses methods such as comparing test results of employees before and after training,
observing the behavior of employees who have been trained, etc. A quantitative assessment is also used, based on relative indicators, such as staff satisfaction with the content whatsapp mobile number list of the program, assessment of knowledge acquisition, compliance with the company's training needs, etc. The relevance of assessing the effectiveness of staff training contributed to the formation of a significant number of theoretical and empirical studies in this area.
The result of such research was, among other things, the development of a scientific classification of models and assessment methods. So, D. Kirkpatrick in his research suggested using a practice-oriented approach. First of all, he set himself the task of determining how effectively the implementation of personnel training programs allows you to achieve your goals. He developed a "model of four levels" (reaction, learning, behavior and results).