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5 Level Training
is a
workplace learning and performance company that specializes in
training trainers to create, deliver and achieve measurable training
results on five levels.
Kirkpatrick/Phillips Evaluation Model
Create results-driven training programs based
on sound organization and individual training needs analysis,
evaluation, and effective instructional design principles.
Deliver high-impact and cost-effective
training programs and interventions.
Achieve and demonstrate measurable results in
learning effectiveness, business impact and ROI.
TRAIN-THE-TRAINER TRAINING
Since 1978, we’ve been teaching trainers to put into practice the
earliest principles of adult learning and incorporate the
continually evolving, research-based and innovative practices
developed over the years by the profession’s recognized leaders.
Whether a public workshop or an in-house
program conducted just for your team, 5 Level Training has
advanced trainers’ competencies and careers, companies’ business
objectives, training departments’ positioning as strategic
business partners, and the training profession.
Consulting
Clients turn to 5 Level Training to analyze their training system
and tactical operations. Our comprehensive analysis and
recommendations have helped organizations to create, realign or
transform their training systems confidently and cost-effectively.
We have guided our clients in successful implementation of
competency management, learning measurement, training design,
training evaluation, and process improvement.
Bench Strength Resource
When business opportunities or problems demand special expertise
or blinding-speed design and delivery of training, we add trainers
to your team. Clients have depended on 5 Level Training to
implement enterprise-wide training programs in as little as 48
hours. Whether you’re outsourcing the training or need additional
training staff for a particular initiative, we can complement and
supplement your training resources on a project-by-project basis.
We’re on your bench, not your payroll.
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