Impact you can defend.
“Learning impact” means something specific at ThinkPair — grounded in the frameworks the field already trusts, and reported honestly across six levels of evidence.
Completions measure exposure, not learning.
A completion rate tells you someone opened a course. It doesn’t tell you they learned it, remembered it, or changed how they work. You’ve already paid for a platform and a content catalog — can you prove anyone actually got better?
Course completed · 100%
What the old report tells you
Did anyone actually get better?
What ThinkPair answers
Grounded in established training science.
ThinkPair’s measurement rests on the frameworks the field already trusts — so “impact” means something specific, not marketing.
Kraiger, Ford & Salas
What to measure
Their learning-outcomes taxonomy defines the cognitive, skill, and affective outcomes we assess.
Dimitrov & Rumrill
How to measure
Pre-test/post-test principles that isolate genuine learning gain from noise.
Baldwin & Ford
Whether it transfers
The transfer-of-training model that checks whether learning actually reaches the job.
Six levels of evidence — reported separately.
We never blur exposure and impact into one number. Each level is measured and reported on its own, so you see exactly how far learning travels.
- 1
Engagement
Completion rate, time spent.
- 2
Learning
The gap between pre-test and post-test.
- 3
Skill
Scenario and role-play performance scores.
- 4
Retention
A delayed test 2–6 weeks after training.
- 5
Transfer
On-the-job application, verified by employee and manager checks.
- 6
Business impact
Claimed only when reliable KPI data supports it.
Every number is backed by real data.
We present pre/post improvement as learning gain and workplace-application data as transfer rate. We claim business impact or ROI only when reliable KPI data supports it. Reporting an impact figure with nothing behind it is against our principle.
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