Abstract
Personnel training is one of the key points regulated by the Good Manufacturing Practice standard. A wellstructured and established training system in pharmaceutical production is an important aspect to ensure the quality of all processes in the company, thus ensuring the quality, efficiency, and safety of the products, drugs, and/or medical devices manufactured at the enterprise. The evaluation of training quality plays a decisive role in the effective functioning and improvement of the pharmaceutical production training system and the achievement of desired results. Education evaluation methods evolve and improve over time, reflecting changing models and modern requirements. This article presents four main models for evaluating the quality of a training system for comparison: the Kirkpatrick model, the Phillips model, the Stufflebeam model, and the Bern model.The Kirkpatrick model, based on four levels of evaluation - reaction, learning, behavior, and results, is widely used due to its simplicity and practicality. The Phillips model focuses on evaluating investment in training and its impact on business results. The Stufflebeam model, focused on evaluating the training process, offers a system of multiple data collection methods for continuous improvement of training quality. The Bern model proposes an integrated approach to evaluation, including both qualitative and quantitative evaluation methods.Each of these models has its advantages and disadvantages, and their choice depends on the specific educational and organizational needs of pharmaceutical production. It is important to consider the context and objectives of the evaluation to choose the most suitable model for a particular situation.