Measuring the effectiveness of training is an essential component of the training strategy. Often through a combination of tools and feedback, there is sufficient data to determine if the training met the learning objectives and if trainees were able to transfer their learning successfully. The most common approach to training evaluation is the Kirkpatrick Model introduced in the 1950s. Most recently the model was revised to the New World Kirkpatrick Model to include greater elements of reaction and learning focused on learner engagement. However, the Kirkpatrick Model is not the only training evaluation available. Research other evaluation models and select one to share your thoughts about its potential value to measure the effectiveness or your recommended training. How would you use another evaluation model to complement the New World Kirkpatrick model? Regardless of the evaluation model used, trainees have unique characteristics that may hinder their ability to learn. What factors should you consider that may prevent the full transfer of learning? Recall a time when one or more factors created a barrier to your ability to transfer learning to your job. What was the outcome?