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Seb Anthony

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Training evaluation – behaviour/competencies


I am looking at implementing a process for evaluating our training at this level and would be interested to hear any issues/advice if this is a topic you have encountered before. I am particularly interested in approaches to measuring competencies before and after training and how information is stored and presented.

Any thoughts would be appreciated.

Thanks, Anna
Anna Kilmurray

3 Responses

  1. What do the competencies look like?
    Hi Anna. We are also looking into this issue and have undertaken a program of clearly defining what the competencies look like. It is only then that individual assessment against specific criteria can be used in later eveluation. Drop me an email if you’d like to discuss this further.

  2. Have some free Power point slides

    Email me off my website: and I will send you on a free set of more than 20 sales and marketing Power point slides that I hope will help.

    These have a lot of one line behaviours that may be useful.

    If anyone else would like them, just let me know.

  3. Set the evaluation at the start!
    I try and establish ‘what good will look like’ when agreeing the expectations with the sponsor/supplier. By agreeing these expectations, it makes it easy to measure the quality of success, and aids in identifying further performance gaps.

    Use your organisation’s competencies as the framework for the measurement, and be clear how each level (reaction, learning) leads to level 3, and then onto business results.


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