NetExam, the leading enterprise learning management system for channel partner training, has been named a Top 20 Specialist Learning System for 2022 by Talented Learning.

The objectives of training your channel partners are very different from training your employees. You provide training for your employees for mandatory compliance programs, job duties, and for succession planning etc.

How do you know if your training for channel partners is impactful? Is it helping them sell more of your product? You can certainly survey your channel partners.

Traditionally what I’ve seen when working with global manufacturers training their partners, is that all technical training is made available in English only as English tends to be the primary language for programmers and developers.

it’s more important than ever to ensure the security of these virtual environments. Online learning environments include online classrooms, virtual meeting platforms, digital courses, and more.

Launching an effective and successful Channel Partner training program is possible when you follow specific steps. These steps protect your products and ensure your partners know how to offer and demonstrate them.

Incentivism in channel partners refers to motivating and rewarding channel partners for
their performance in selling a company’s products or services.
Incentives can take many forms, including financial rewards,

Channel partner certification can offer several benefits for both for the company providing certification and the partners who complete it. Here are some key benefits, both the company and it’s partners

A channel partner certification training program is provide your channel partners with competencies they need to sell and support your products. certification requirements for your channel partners.

From the Talented Learning Podcast. A discussion about what you should expect in a Channel Partner Training LMS between Brett Strauss, Founder and President of NetExam and John Leh, CEO and Lead Analyst at Talented Learning.

My employee went to training. How do I know if there was a benefit to the employee? To the organization? Those questions are on the mind of any leader or manager when they send someone to training, especially if the training is in-person.

In our last post, we dove into the first level of evaluating a training program using Kirkpatrick’s model, Reaction. The next level we’ll investigate is Learning, where we explore what aspects of the training the participant feels added to skills.

In our last post, we dove into the first level of evaluating a training program using Kirkpatrick’s model, Reaction. The next level we’ll investigate is Learning, where we explore what aspects of the training the participant feels added to their knowledge.

The Results level is the fourth, final, and most difficult level in Kirkpatrick’s model to assess following training. At this level, the organization is looking beyond the ability of employees to complete the work (level 3 – Behavior), if learning occurred as a result of the training

companies face the constant challenge of ensuring that their customers not only understand their products but also make the most of their capabilities.

In training, individuals or entities acquire knowledge, develop skills, and improve their performance in a particular area. The power of training lies in its ability to enhance competence, foster personal and professional growth and drive positive change.

Validity and reliability are two important concepts in testing and assessment. They are both related to the quality and accuracy of the measurement process, but they represent different aspects of it. Validity refers to the extent to which a test or assessment measures.

Of particular interest in the area of reliability is inter-rater reliability. Inter-rater reliability assesses the
consistency of scores when two or more raters or observers independently score the same test or
assessment. It the agreement among different evaluators.