Human Capital

TLS has the knowledge, experience and systems capabilities to undertake the entire process of training development, assessment and evaluation, starting with analysis of both the short- and long-term needs of the group to be trained. This training needs analysis is accomplished via established employee assessment instruments (FIRO-B, Myers Briggs, and DISC, etc.) and/or through a series of Subject Matter Expert (SME) focus groups, to establish a comprehensive listing of training needs for the targeted audience. A key aspect of the needs development process also involves decisions as to the appropriate methods of training delivery.




Our technical approach for instructional development follows the Kirkpatrick Four-Level Model for Evaluation. This model was developed and has been in use for over 50 years. The Four-Level model has recently been expanded by release of the Kirkpatrick Business Partnership Model™.


Our training effectiveness system focuses on the learner’s reaction to the training, to assess course quality and effectiveness. These evaluations cover applicability of the learning to real-world situations, course content and course delivery. The overall purpose is to improve the quality of the training throughout program; determine the effectiveness of instructional materials; where revisions are required; the learners' attitudes toward the instructional materials; and the potential success of lesson plans.