Lisa Buonocore

EDET 650
Annotated Bibliography

The focus of this annotated bibliography is for the usefulness of assessments, including the benefits
of pre- and post-assessments, and sales assessments and training. This research will aid in the
development of the sales representative profile, an assessment for new Colonial Life sales
representatives. The research has shown the benefits of building in assessments, particularly with a level
of ownership on the learner. The value of pre- and post-assessments can vary based on topic and
circumstances, but it does allow for a measure of change in learning. Sales training techniques have
continued to evolve, which is most effective when proper selection for the role can occur.

Use of Assessments
1. Boyas, E., Bryan, L. D., & Lee, T. l. (2012). Conditions affecting the usefulness of pre- and post-tests
for assessment purposes. Assessment & Evaluation In Higher Education, 37(4), 427-437.
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This article explains when it is appropriate to use a pre- and post-test for learning purposes. The
study conducted for this research was an undergraduate level accounting course. Two
hypotheses were tested. The first was to see if the graded assessment causes higher level of
performance than one that is not graded. The second was to see if more difficult questions
result in higher gaps in performance from graded and ungraded assessments. The study found
it difficult to accurately determine whether the use of ungraded pre- and post-tests can always
be a useful tool. However, graded assessment did prove to have higher levels of learning than
ungraded assessments. Overall, this study was helpful to determine the benefits of ungraded
and graded assessments.
2. Dellwo, D. d. (2010). Course assessment using multi-stage pre/post testing and the components of
normalized change. Journal Of The Scholarship Of Teaching & Learning, 10(1), 55-67.
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This article discusses how to effectively determine normalized change in an assessment. The
technical formulas and reasoning on how to determine this change is clearly listed as it relates
to a specific example. Although this article provides a lot of detail and explanation of how the
calculus works to determine the change, it is not something that can easily be used in the sales

rep profile. It was interesting to see how this could be done, but not enough detail on the
concept of determining a change from a theoretical standpoint.
3. Fletcher, A., & Shaw, G. (2012). How does student-directed assessment affect learning? Using
assessment as a learning process. International Journal Of Multiple Research Approaches, 6(3), 245263.
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This article had three main areas of focus. The first was to look at how engaged students are in
learning when they are involved in developing the learning goals, criteria, and mastery. The
second was to look at self-directed assessment, the advantages and disadvantages. The third
was to look at any implications to self-direct assessment. The study did find positive results from
the student engagement with the assessments. This article is helpful because it proves the
importance of student engagement in an assessment which is very relevant to the Sales Rep
Profile.
4. Leping Liu, l., & Wenzhen, L. (2012). Using an Online Learning Management System as Collaborative
Media to Support Adult Learning: Needs Assessment. International Journal Of Technology In
Teaching & Learning, 8(2), 135-145.
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This article looked at two research questions. The first was to see if any of the adult learner
attributes be used to determine how much the adult learner feels they need an online
community. The second was to see what adult learners need from an online community. The
results showed that if an adult identified with the variables, such as community, computer and
help, then they would prefer an online community. Overall, this study was interesting but
lacked enough concrete data to draw conclusions related to the Sales Rep Profile.
5. Shanmugham, M., & Kishore, S. (2012). Integration of Prior Learning and Assessment in the IGNOU
Community College System for Skill Development. Turkish Online Journal Of Distance Education,
13(2), 311-321.
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This article discusses Open and Distance Learning (ODL) and the flexibility it can provide to
learners. In the article, Indias higher education system is reviewed. Four main barriers to adult
learning are listed to be lack of time, family responsibilities, scheduling and cost. Prior Learning
Assessment method and ODLs are explained. This article is helpful because it explains the
importance of assessing the current level of learning of students.

Sales Assessments and Training

6. Attia, A. M., Honeycutt Jr., E. D., & Leach, M. P. (2005). A THREE-STAGE MODEL FOR ASSESSING AND
IMPROVING SALES FORCE TRAINING AND DEVELOPMENT. Journal Of Personal Selling & Sales
Management, 25(3), 253-268.
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This article discusses the need for assessment in sales training using Kirkpatricks framework
with some additional modifications. In order for sales training to directly impact sales results,
several key aspects are needed. These include strategic alignment, sales competencies, and a
needs assessment of the salesperson. The article also discusses how the assessment can impact
sales representatives by their reaction to the training, their knowledge level, the transfer of
learning, self-efficacy and motivation for learning. This article is very helpful because the
information directly relates to sales training.
7. Cron, W. L., Marshall, G. W., Singh, J., Spiro, R. L., & Sujan, H. (2005). SALESPERSON SELECTION,
TRAINING, AND DEVELOPMENT: TRENDS, IMPLICATIONS, AND RESEARCH OPPORTUNITIES. Journal
Of Personal Selling & Sales Management, 25(2), 123-136.
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This article discusses the current market for the training and development of salespeople and
the need for appropriate selection for the role. The article explains the shift in training and
development of salespeople because many salespeople work for multiple companies,
standardized approaches are not always relevant for a sales role, and the role of technology has
impacted traditional training and development programs. The article also discusses the diversity
of KSAs, knowledge skills and abilities. Task related KSAs relate to behavioral aspects needed in
a salesperson, growth related KSAs rely on learning theory and knowing how individuals learn,
and meta related KSAs rely on motivational and personality traits. All three are needed to train
and develop salespeople. This article is helpful to understand how training and development
should be organized to better develop training programs for sales representatives.
8. Erffmeyer, R. C., Russ, K. R., & Hair Jr., J. F. (1991). Needs Assessment and Evaluation in SalesTraining Programs. Journal Of Personal Selling & Sales Management, 11(1), 17-30.
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This article discusses a study conducted on the use of needs assessments conducted for formal
sales training programs. The article states that The most common method for evaluating
training, according to this study, were forms completed by participants and feedback from
participants or their supervisors. The level of importance for needs assessments and
evaluation of sales training projects is lower than what it could be, due to the use of informal
practices in the industry. This is relevant to the sales rep profile because the same issue is
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occurring. Both internal and external measures of effectiveness for sales training programs
should be utilized.
9. Fleenor, C. P., & Kurtz, D. L. (1987). Selling & Sales Management in Action: Assessment Center
Selection of Sales Representatives. Journal Of Personal Selling & Sales Management, 7(1), 57.
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This article discusses assessment centers and how they can be used in the selection of sales
representatives. Detailed explanations for each of the six steps to creating an assessment center
are provided. These six steps include job analysis, exercises to measure critical skills, testing and
validation of the simulation, assessor training, candidate evaluation, and performance feedback.
The value of assessment centers has been proven to provide quality candidates for sales roles.
However, they are not always used due to cost and resources. This article provides helpful
information that can be used to make sure the right candidates are selected for sales roles. If
the selection process is done correctly, it will be a smooth transition into training and
development.
10. Ingram, T. N., Lee, K. S., & Skinner, S. J. (1989). An Empirical Assessment of Salesperson Motivation,
Commitment, and Job Outcomes. Journal Of Personal Selling & Sales Management, 9(3), 25.
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This article explains a study conducted to address key areas identified by Chonko, which include
the measurement of organizational commitment, differentiation of commitment and
expectancy constructs, and the examination of antecedent and outcome relationships to
commitment. The study used questionnaires to gather data on motivation, commitment and
salesperson outcomes. The study found a weak connection between commitment and effort,
which challenges other research done on the same topic. This article is helpful because it raises
the concern that commitment may not always impact the effort provided by salespeople. It is
also helpful to determine how to increase commitment amount salespeople, particularly for
sales managers to increase the commitment of their team.