AugusTalent® Training Assessment: How to Use & Understanding KP Levels
🎯 Purpose of This Assessment
This diagnostic helps you answer one brutally honest question:
Is your internal training department a strategic Asset (driving the balance sheet) or a Liability (burning budget without proof)?
It is designed for Heads of Training, HR Leaders, and CEOs to get a factual, weighted score – not opinions or “smile sheets.”
📋 How to Use the Assessment (Step by Step)
Step 1 – Access the tool
Open the AugusTalent® Training Diagnostic (link or QR code). No login, no email required.
Step 2 – Rate each question
For each of the 11 sections, you will see several questions.
Rate every question on a 1 to 5 scale:
ScoreMeaning
1 Not at all / Never
2 Rarely / Inconsistent
3 Sometimes / Partially
4 Mostly / Regularly
5 Fully institutionalized & measurable impact
💡 Be honest. The tool only helps if you answer truthfully. There is no “pass” or “fail” – only a current reality.
Step 3 – Complete all sections
The 11 sections cover everything from Training Needs Analysis to Digital Literacy and ESG. Each has a different weight (e.g., TNA and Impact Audit are 15% each – most critical).
Step 4 – Generate your report
Click “Generate Detailed Report”. You will receive:
-
Your Training Asset Index (TAI) score (0–100%)
-
A verdict (Asset, Emerging Asset, Cost Center, or Liability)
-
Section‑by‑section average scores
-
Prioritised recommendations (what to fix first)
Step 5 – Print or share the report
Use the Print / Save PDF button to keep a copy for your leadership team or board.
Step 6 – Take action
Based on the recommendations, create a 90‑day improvement plan for any section scoring below 3.0.
🧠 Understanding KP Levels
One of the most important parts of this assessment is KP Levels 1–4.
These come from Kirkpatrick’s model but are simplified for business impact.
KP Level Name-What it means-Example
KP1 Awareness: The learner has heard of the concept.Watched a video on negotiation.
KP2 Transfer of Knowledge: The learner can explain the concept correctly.Passed a quiz on negotiation principles.
KP3 Behaviour Change: The learner uses the skill in real work. Successfully negotiates a contract with a client.
KP4 Business Impact / Problem-Solving: The skill directly improves business metrics. Negotiation leads to 15% higher margin on the deal.
Most training stops at KP Level 2 - KP Level 3 & 4 Training Architecture requirement is very different - more commitment needed for Board / CEO / Head HR level
Why this matters for your training department
-
Most training departments focus on KP1 & KP2 (awareness + knowledge). That Content – safe, easy to measure, but does not move the P&L.
-
Strategic training departments focus on KP3 & KP4 – Content – because these are what change behaviour and deliver ROI. - very different Training Architecture required.
🔥 The hard truth: If 80%+ of your programs are KP1–KP2, you are a Cost Center. If 60%+ are KP3–KP4, you are an Asset.
How to move from KP1/2 to KP3/4.....for more clarification write back at augustalent@outlook.com OR DM / Call on WhatsApp Only +91-98739-88988
📊 Interpreting Your Training Asset Index (TAI) Score
TAI Score Verdict: What it means
80–100%🟢 Strategic AssetTraining drives measurable P&L impact. Protect and scale.
60–79%🟡 Emerging Asset: Good foundation, but gaps in impact audit or business context. Strengthen those.
40–59%🟠 Cost Centre: Limited proof of ROI. Immediate refocus on KP3/4 and TNA.
Below 40%🔴 Liability: Wasting resources. Restructure within 90 days or outsource.
✅ Next Steps After the Assessment
-
Share the report with your CEO and HR Head.
-
Identify the lowest 3 sections (score < 3.0). Those are your priority fixes.
-
Create a 90‑day action plan with owners and deadlines.
-
Re‑take the assessment after 90 days to track improvement.
💡 The goal is not a perfect score. The goal is to move from Liability → Asset in a way the CFO can see on the balance sheet.
❓ Frequently Asked Questions
Q: How long does the assessment take?
A: 5–7 minutes for all 11 sections.
Q: Do I need to prepare anything?
A: No. Answer based on your current reality. If you don’t know the answer, score low – that is valuable data.
Q: Can multiple people take it for the same department?
A: Yes. Each leader (Training Head, HR, CEO) can take it separately, then compare scores to find blind spots.
Q: Is this a one‑time tool?
A: Use it quarterly to track progress. The report includes a date stamp.
AugusTalent® – Turning Training from an Expense into an Asset
