2. Objectives 2
Defining effectiveness
for sales training
Assessing sales reps’
level of knowledge
from initial hire
through post-training
initiatives
Monitoring sales
representatives to
ensure correct
implementation of
learning objectives
Evaluation of training
effectiveness through
metrics analysis and
measurement tools
3. There are three major reasons to evaluate
training:
To improve training within
the organization
To demonstrate the value
of training to the
organization
To maximize transfer of
learning to behavior and
subsequent organizational
results
Kirkpatrick Partners
3
4. Strategy
Learning has the opportunity to be one of the
most strategically aligned well-planned, and
well executed functions in an organization
4
6. Kirkpatrick Model
Level I
To what degree
participants react
favorably to the
learning event
Level II
To what degree
participants
acquire the
intended
knowledge, skills
attitudes based
on their
participation in
the learning event
Level III
To what degree
participants apply
what they
learned during
the training when
they are back on
the job
Level IV
To what degree
targeted
outcomes occur
as a result of the
learning event &
subsequent
reinforcement
6
8. Six Disciplines of Breakthrough Learning
D1 D2 D3
D4 D5 D6
Analyze Design Development
Evaluate
Implementation
Six Disciplines of Breakthrough Learning
8
9. Define Business Outcomes
Results Goals
Measures Behaviors
Six Disciplines of Breakthrough Learning
9
1. What business need
will be met?
2. What will the
participants do
differently& better?3. What or who can
confirm these changes?
4. What are the specific
criteria of success
10. Success Case Evaluation Method®
Overview
10
High Impact Learning. R. Brinkerhoff and A. Apking, Perseus, 2002
