{"id":23425,"date":"2026-10-13T16:06:41","date_gmt":"2026-10-13T14:06:41","guid":{"rendered":"https:\/\/collaborator.biz\/?p=23425"},"modified":"2026-10-13T16:06:41","modified_gmt":"2026-10-13T14:06:41","slug":"kirkpatrick-how-ld-measure-behavioral","status":"publish","type":"post","link":"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/","title":{"rendered":"Kirkpatrick Level 3: How L&#038;D Can Measure Behavioral Changes After Training (Without Getting Stuck in a Routine)"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#Why_Doesnt_Knowledge_Turn_into_Action\" >Why Doesn&#8217;t Knowledge Turn into Action?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#Step-by-step_Methodology_for_Assessing_Behavioral_Changes\" >Step-by-step Methodology for Assessing Behavioral Changes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#Practical_Assessment_Tools_and_Their_Automation\" >Practical Assessment Tools and Their Automation<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#1_Manager_Observation_Checklists\" >1. Manager Observation Checklists<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#2_Strategic_Synchronization_with_Planned_Assessments_360%C2%B0_180%C2%B0\" >2. Strategic Synchronization with Planned Assessments (360\u00b0 \/ 180\u00b0)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#3_Consolidated_Analytics_Seeing_the_Big_Picture\" >3. Consolidated Analytics: Seeing the Big Picture<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/collaborator.biz\/en\/blog\/kirkpatrick-how-ld-measure-behavioral\/#Conclusions\" >Conclusions<\/a><\/li><\/ul><\/nav><\/div>\n<p><span style=\"font-weight: 400;\">Any L&amp;D or HRD specialist knows that moment in the annual report when a slide showing a 95% completion rate and an average final test score of 9\/10 looks impressive, yet top management asks, &#8220;How did this change our actual performance?&#8221;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Assessing knowledge retention at the end of a training program is a well-established and clear standard in corporate training. It provides a basic understanding of how well employees have retained the material. However, a theoretical test differs from lasting change in daily work behavior. For instance, you might learn the rules of the road and score a perfect 100 out of 100 on the theory exam. Yet this does not guarantee you will remember to use your turn signal in heavy traffic or maneuver safely up a slippery incline.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Businesses do not invest in the hours employees spend on screens. The primary object of investment is a lasting change in work behavior.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the ATD State of the Industry report, <\/span><a href=\"https:\/\/www.td.org\/product\/research-report--effective-evaluation\/191909\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">over 70% of companies say<\/span><\/a><span style=\"font-weight: 400;\"> they use the Kirkpatrick model, but only 30\u201335% systematically measure behavioral change in the workplace. <\/span><a href=\"http:\/\/google.com\/url?q=https:\/\/www.brandonhall.com\/&amp;sa=D&amp;source=docs&amp;ust=1791797616185130&amp;usg=AOvVaw21CvcWOBDHkhBL5JirE2Sf\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">The Brandon Hall Group Learning Measurement Study<\/span><\/a><span style=\"font-weight: 400;\"> confirms that more than 60% of L&amp;D professionals cite a lack of time and the high cost of manual data collection as the primary barriers to transitioning to Level 3 personnel assessment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">L&amp;D teams fully grasp the importance of Level 3. Yet they often have to grapple with routine tasks like paper questionnaires, Excel spreadsheets, and persuading managers to complete even the most basic reports themselves.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, we will explore a practical framework for assessing behavioral changes based on the Kirkpatrick Model (Level 3), examine ready-made observation tools, and demonstrate how to automate the process to obtain objective analytics without placing an undue bureaucratic burden on the team.<\/span><\/p>\n<p><!--more--><\/p>\n<h2 style=\"margin: 35px 0 20px; font-size: 24px; line-height: 1.4; font-weight: bold;\"><span class=\"ez-toc-section\" id=\"Why_Doesnt_Knowledge_Turn_into_Action\"><\/span><span style=\"background: #F58220; color: #fff; padding: 4px 8px; border-radius: 4px;\">Why Doesn&#8217;t Knowledge Turn into Action?<\/span><b><\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">If an employee scores highest on a test but reverts to old ways of working a week later, the problem rarely lies with the course itself. Most often, the issue stems from workplace barriers such as:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Lack of involvement from the line manager. <\/b><span style=\"font-weight: 400;\">If the direct supervisor doesn&#8217;t require new procedures and ignores errors, the employee quickly reverts to familiar, less energy-intensive habits.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Operational friction and outdated procedures. <\/b><span style=\"font-weight: 400;\">Staff are trained on a new standard, yet the CRM system still retains old mandatory fields, and the internal portal instructions contradict the course materials.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Insufficient timely feedback. <\/b><span style=\"font-weight: 400;\">Employees make mistakes when first attempting to act in a new way. Without a mentor nearby to offer guidance and corrections, they stop using the learned skill.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The L&amp;D department cannot and should not physically stand behind every employee at a retail location, on the shop floor, or during a client call. Its task is to develop a methodology and provide user-friendly tools, with the line manager or mentor acting as the primary validator of changes.<\/span><\/p>\n<h2 style=\"margin: 35px 0 20px; font-size: 24px; line-height: 1.4; font-weight: bold;\"><span class=\"ez-toc-section\" id=\"Step-by-step_Methodology_for_Assessing_Behavioral_Changes\"><\/span><span style=\"background: #F58220; color: #fff; padding: 4px 8px; border-radius: 4px;\">Step-by-step Methodology for Assessing Behavioral Changes<\/span><b><\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">To establish a transparent, predictable process that doesn&#8217;t overburden the team&#8217;s operations, the assessment of behavioral changes should be designed during the training program&#8217;s development phase. Effective performance evaluation relies on predictability: both the employee and their manager must understand the criteria and timelines used to measure practical outcomes in advance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let&#8217;s consider a systematic three-step scheme that allows you to organically weave measurements into the company&#8217;s work rhythm.<\/span><\/p>\n<div style=\"margin: 30px 0;\">\n<p><!-- Step 1 --><\/p>\n<div style=\"margin-bottom: 30px;\">\n<p style=\"margin: 0 0 14px; font-size: 20px; line-height: 1.4; font-weight: bold; color: #f58220;\">Step 1: Baseline Measurement<\/p>\n<p style=\"margin: 0 0 12px; font-size: 15px; line-height: 1.7; color: #333333;\">A fundamental mistake is to start evaluating an employee only after training. To track progress, a baseline is required:<\/p>\n<div style=\"margin: 16px 0; padding-left: 5px;\">\n<div style=\"display: flex; gap: 10px; margin-bottom: 10px; align-items: flex-start;\">\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">What percentage of managers now ask questions based on the new methodology?<\/p>\n<\/div>\n<div style=\"display: flex; gap: 10px; align-items: flex-start;\">\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">How much time does a service engineer spend on standard equipment diagnostics under the current workflow?<\/p>\n<\/div>\n<\/div>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">This measurement is recorded through an initial observation by the supervisor or via control checklists before the training program launches.<\/p>\n<\/div>\n<p><!-- Step 2 --><\/p>\n<div style=\"margin-bottom: 30px;\">\n<p style=\"margin: 0 0 14px; font-size: 20px; line-height: 1.4; font-weight: bold; color: #f58220;\">Step 2: Time Intervals (+14, +30, +60 Days)<\/p>\n<p style=\"margin: 0 0 16px; font-size: 15px; line-height: 1.7; color: #333333;\">Assessing behavioral changes on the day of the test or the following week is pointless. Forming a new work habit takes time.<\/p>\n<p><!-- +14 days --><\/p>\n<div style=\"border-left: 3px solid #F58220; padding: 2px 0 2px 18px; margin-bottom: 16px;\">\n<p style=\"margin: 0 0 5px; font-size: 16px; line-height: 1.5; color: #f58220; font-weight: bold;\">+14 days after training<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">Tracking the first attempts. The mentor checks whether the employee can apply the theory to real-world tasks and identifies any resistance.<\/p>\n<\/div>\n<p><!-- +30 days --><\/p>\n<div style=\"border-left: 3px solid #F58220; padding: 2px 0 2px 18px; margin-bottom: 16px;\">\n<p style=\"margin: 0 0 5px; font-size: 16px; line-height: 1.5; color: #f58220; font-weight: bold;\">+30 days after training<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">Assessing consistency. The new process begins to take root in daily workflows.<\/p>\n<\/div>\n<p><!-- +60 days --><\/p>\n<div style=\"border-left: 3px solid #F58220; padding: 2px 0 2px 18px;\">\n<p style=\"margin: 0 0 5px; font-size: 16px; line-height: 1.5; color: #f58220; font-weight: bold;\">+60 days after training<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">Assessing stability. The skill becomes automatic. This data makes it possible to draw accurate conclusions about the program&#8217;s business effectiveness.<\/p>\n<\/div>\n<\/div>\n<p><!-- Step 3 --><\/p>\n<div style=\"margin-bottom: 15px;\">\n<p style=\"margin: 0 0 14px; font-size: 20px; line-height: 1.4; font-weight: bold; color: #f58220;\">Step 3: Systematizing Data Collection<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.7; color: #333333;\">Managers should weave feedback into their daily routine. To achieve this, assessments must take no more than <strong>3\u20135 minutes<\/strong> and be conducted directly in the workplace.<\/p>\n<\/div>\n<\/div>\n<h2 style=\"margin: 35px 0 20px; font-size: 24px; line-height: 1.4; font-weight: bold;\"><span class=\"ez-toc-section\" id=\"Practical_Assessment_Tools_and_Their_Automation\"><\/span><span style=\"background: #F58220; color: #fff; padding: 4px 8px; border-radius: 4px;\">Practical Assessment Tools and Their Automation<\/span><b><\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Measuring actual performance changes requires a differentiated approach, since different skills are assessed in different ways. Specific procedural actions (operational standards, service protocols, or sales scripts) require direct observation in real time. At the same time, soft skills (like cross-functional communication or time management) show up in interactions and are assessed through systemic feedback from the environment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The main challenge for L&amp;D lies in the difficulty of scaling. When a company employs hundreds of people, regular observation collection turns into managing dozens of files. This is where the platform becomes an operational tool, freeing L&amp;D specialists from routine tasks like sending reminders, gathering data, and manually consolidating it.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Manager_Observation_Checklists\"><\/span><b>1. Manager Observation <a href=\"https:\/\/collaborator.biz\/en\/blog\/how-to-create-checklists-for-employee-assessment\/\" target=\"_blank\" rel=\"noopener\">Checklists<\/a><\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This is the primary tool for assessing procedural skills (hard skills, sales protocols, or adherence to safety regulations).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The key rule for an effective checklist is the use of clear behavioral markers. Avoid subjective terms like &#8220;polite&#8221; or &#8220;proactive.&#8221; A marker must capture a specific action that can be unequivocally confirmed or refuted.<\/span><\/p>\n<div style=\"border-left: 4px solid #F58220; padding: 5px 0 5px 22px; margin: 30px 0;\">\n<p style=\"margin: 0 0 10px; font-size: 19px; line-height: 1.5; color: #f58220; font-weight: bold;\">How it works in LMS Collaborator:<\/p>\n<p style=\"margin: 0 0 15px; font-size: 15px; line-height: 1.75; color: #333333;\">Managers don&#8217;t need to print forms or fill out Excel spreadsheets. Using the LMS Collaborator mobile interface, a mentor can open the relevant checklist directly on a smartphone or tablet while visiting a site, observing work on the sales floor, or listening to a call.<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.75; color: #333333;\">With LMS Collaborator&#8217;s checklist functionality, a manager can not only assign scores in just a few clicks but also add text comments or attach photos as proof of compliance with standards (for example, a merchandising photo). All results are instantly saved to the employee&#8217;s profile.<\/p>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-23426\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/1_angl.png\" alt=\"\" width=\"750\" height=\"513\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/1_angl.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/1_angl-300x205.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/1_angl-1024x700.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/1_angl-768x525.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/1_angl-1536x1050.png 1536w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Example of Checklists <\/em><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Strategic_Synchronization_with_Planned_Assessments_360%C2%B0_180%C2%B0\"><\/span><b>2. Strategic Synchronization with Planned Assessments (360\u00b0 \/ 180\u00b0)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Naturally, a 360-degree assessment isn&#8217;t conducted simply because someone completed a single course. It is a comprehensive tool companies implement on a schedule to thoroughly assess competencies \u2013 such as soft skills, cross-functional collaboration, and managerial abilities \u2013 typically every six or twelve months.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, it&#8217;s a regular 360-degree <a href=\"https:\/\/collaborator.biz\/en\/blog\/360-degree-feedback-how-to-evaluate-staff-and-improve-the-work\/\" target=\"_blank\" rel=\"noopener\">assessment<\/a> that lets you see the long-term impact of training programs. When an employee undergoes training in areas such as systematic feedback or project management, the L&amp;D team doesn&#8217;t just evaluate immediate reactions. Instead, they observe how the employee&#8217;s ratings from colleagues, subordinates, and cross-functional departments shift during the next scheduled assessment.<\/span><\/p>\n<div style=\"border-left: 4px solid #F58220; padding: 5px 0 5px 22px; margin: 30px 0;\">\n<p style=\"margin: 0 0 10px; font-size: 19px; line-height: 1.5; color: #f58220; font-weight: bold;\">How it works in LMS Collaborator:<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.75; color: #333333;\">The system lets you flexibly configure and automate scheduled assessments in any format (180\u00b0, 270\u00b0, or 360\u00b0). LMS Collaborator generates respondent lists, sends reminders, collects responses, and creates a chart that visualizes gaps between an employee&#8217;s self-assessment and assessments from others.<\/p>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-23427\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/2_angl.png\" alt=\"\" width=\"750\" height=\"545\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/2_angl.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/2_angl-300x218.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/2_angl-1024x744.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/2_angl-768x558.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/2_angl-1536x1116.png 1536w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Example of a 360\u00b0 Evaluation<\/em><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Consolidated_Analytics_Seeing_the_Big_Picture\"><\/span><b>3. Consolidated Analytics: Seeing the Big Picture<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The greatest value for an L&amp;D manager arises when Level 2 data (test results) and Level 3 data (assessments from checklists and competency evaluations) converge in a single analytical report.<\/span><\/p>\n<div style=\"margin: 30px 0;\">\n<p><!-- How it works --><\/p>\n<div style=\"border-left: 4px solid #F58220; padding: 5px 0 5px 22px; margin-bottom: 25px;\">\n<p style=\"margin: 0 0 10px; font-size: 19px; line-height: 1.5; color: #f58220; font-weight: bold;\">How it works in LMS Collaborator:<\/p>\n<p style=\"margin: 0; font-size: 15px; line-height: 1.75; color: #333333;\">The LMS Collaborator platform allows you to receive real-time reports both on testing results and on recording and evaluating checklists. By cross-referencing this up-to-date information, L&amp;D specialists can apply a methodological matrix to analyze effectiveness.<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If an employee scores high on Level 2 but low on Level 3, the issue isn&#8217;t the quality of the training content. The individual has mastered the theory but is held back by internal processes, low motivation, or a lack of managerial oversight.<\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conversely, if the Level 2 score is low but the Level 3 score is high, the employee performs well thanks to prior experience or intuition but is unfamiliar with the company&#8217;s updated standards, creating risks when scaling operations.<\/span><\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-23428\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/3_angl.png\" alt=\"\" width=\"750\" height=\"436\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/3_angl.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/3_angl-300x174.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/3_angl-1024x595.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/3_angl-768x446.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/10\/3_angl-1536x892.png 1536w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Testing and Checklist Report<\/em><\/p>\n<h2 style=\"margin: 35px 0 20px; font-size: 24px; line-height: 1.4; font-weight: bold;\"><span class=\"ez-toc-section\" id=\"Conclusions\"><\/span><span style=\"background: #F58220; color: #fff; padding: 4px 8px; border-radius: 4px;\">Conclusions<\/span><b><\/b><b><\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Shifting from tracking course completion to systematically measuring behavioral change is how the L&amp;D department becomes a strategic business partner. When you focus on actual adherence to operational standards rather than just test pass rates, training budget conversations shift to investment and measurable ROI.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">LMS Collaborator <a href=\"https:\/\/collaborator.biz\/en\/blog\/automation-scalability-efficiency-how-kernel-optimises-the-professional-training-of-its-employees\/\" target=\"_blank\" rel=\"noopener\">automates<\/a> routine tasks like data collection and survey administration, freeing up the L&amp;D team&#8217;s time for what matters most: analyzing data and improving business processes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Want to learn how to configure the checklist module and analytics reports to meet your company&#8217;s specific needs? Request a personalized demo of LMS Collaborator, and our experts will show you effective assessment automation scenarios tailored to your industry.<\/span><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Any L&amp;D or HRD specialist knows that moment in the annual report when a slide showing a 95% completion rate and&#8230;<\/p>\n","protected":false},"author":15,"featured_media":23429,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[703,704,705],"class_list":["post-23425","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-learning","tag-lmscollaborator","tag-elearning","tag-lms"],"_links":{"self":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/23425","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/users\/15"}],"replies":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/comments?post=23425"}],"version-history":[{"count":2,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/23425\/revisions"}],"predecessor-version":[{"id":23434,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/23425\/revisions\/23434"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media\/23429"}],"wp:attachment":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media?parent=23425"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/categories?post=23425"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/tags?post=23425"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}