Organisation and employees
Training effectiveness measurement
Show whether training changes knowledge, behaviour and business results, not just participant satisfaction.
Send a briefParticipant satisfaction is not enough to prove the return on training. The real question is whether learning reaches the job and improves performance.
We evaluate training on four levels — reaction, learning, behaviour and results — using pre/post measurement, manager assessments and, where useful, mystery shopping to show the real effect in the field.
Questions this research answers
- How did participants rate the training?
- How much did knowledge and skills improve?
- Did learning change behaviour at work?
- Did training contribute to business results?
- How should the programme be improved?
Methods we use
Pre-test and post-test
Participant and manager surveys
Behaviour observation and mystery shopping
In-depth interviews
Four-level evaluation model
What you receive
- Effectiveness indicators by level
- Before–after comparison
- Programme recommendations
- Management presentation
Frequently asked questions
Reaction and learning during or right after training; behaviour change usually a few months later.
Yes, with the same framework regardless of the provider.
Yes; mystery shopping can compare behaviour before and after.
Let’s design the right study for your question.
Tell us briefly what you need; we reply within one business day.