Evaluating Training Programs: The Four Levels
Berrett-Koehler Publishers, Jan 1, 2006 - Business & Economics - 379 pages
An updated edition of the bestselling classic
Donald Kirkpatrick is a true legend in the training field: he is a past president of ASTD, a member of Training magazine's "HRD Hall of Fame," and the recipient of the 2003 "Lifetime Achievement Award in Workplace Learning and Performance" from ASTD
In 1959 Donald Kirkpatrick developed a four-level model for evaluating training programs. Since then, the "Kirkpatrick Model" has become the most widely used approach to training evaluation in the corporate, government, and academic worlds.
Evaluating Training Programs provided the first comprehensive guide to Kirkpatrick's Four Level Model, along with detailed case studies of how the model is being used successfully in a wide range of programs and institutions. This new edition includes revisions and updates of the existing material plus new case studies that show the four-level model in action.
Going beyond just using simple reaction questionnaires to rate training programs, Kirkpatrick's model focuses on four areas for a more comprehensive approach to evaluation: Evaluating Reaction, Evaluating Learning, Evaluating Behavior, and Evaluating Results.
Evaluating Training Programs is a how-to book, designed for practitiners in the training field who plan, implement, and evaluate training programs. The author supplements principles and guidelines with numerous sample survey forms for each step of the process. For those who have planned and conducted many programs, as well as those who are new to the training and development field, this book is a handy reference guide that provides a practical and proven model for increasing training effectiveness through evaluation.
In the third edition of this classic bestseller, Kirkpatrick offers new forms and procedures for evaluating at all levels and several additional chapters about using balanced scorecards and "Managing Change Effectively." He also includes twelve new case studies from organizations that have been evaluated using one or more of the four levels--Caterpillar, Defense Acquisition University, Microsoft, IBM, Toyota, Nextel, The Regence Group, Denison University, and Pollack Learning Alliance.
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LibraryThing ReviewUser Review - AlexTheHunn - LibraryThing
This is a business oriented approach to analyzing the cost and effectiveness of training programs. It strikes me as something compiled by people who can not see their way out of a spreadsheet, seeking ... Read full review
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Implementing the Four Levels
Evaluating a Leadership Development Program US Geological Survey
Evaluating a Leadership Development Program Caterpillar Inc
Evaluating Desktop Application Courses Pollak Learning Alliance Australia
Evaluating an Orientation Program for New Managers Canada Revenue Agency Pacific Region
Evaluating Training for an Outage Management System Pacificorp
Evaluating a Coaching and Counseling Course Grupo Iberdola Spain
Evaluating a Performance Learning Model Defense Acquisition University
Evaluating an Information Technology Skills Training Program The Regence Group
Using Balanced Scorecards to Transfer Learning to Behavior
So How Is ELearning Different?
Case Studies of Implementation
Developing an Effective Level 1 Reaction Form Duke Energy Corporation
Evaluating a Training Program for Nonexempt Employees First Union National Bank
Evaluating a Training Program on Developing Supervisory Skills Management Institute University of Wisconsin
Evaluating a Leadership Training Program Gap Inc
Evaluating a Performance Improvement Program Toyota Motor Sales USA Inc
Evaluating a Career Development Initiative Innovative Computer Inc
Evaluating the Four Levels by Using a New Assessment Process Army and Air Force Exchange Service AAFES
Evaluating a Training Program at All Four Levels Cisco Systems Inc
Other editions - View all
Evaluating Training Programs: The Four Levels: Easyread Edition
Donald L. Kirkpatrick
Limited preview - 2009
Evaluating Training Programs: The Four Levels
Donald L. Kirkpatrick,James D. Kirkpatrick
No preview available - 2006
Common terms and phrases
action activities analysis answer apply approach asked assessment attending behavior beneﬁts better change in behavior Chapter communication complete conducted continued Corporate costs course decisions described designed determine Development Discussion effective employees evaluation example Exhibit experience Figure ﬁrst four levels goals impact implementing important improvement included increase indicated initiative instructors interviews knowledge leaders leadership learners learning managers measure meet ment months objectives occur offered opportunity organization participants percent performance person positive practical presented productivity questionnaire questions reaction reasons received reports responses score session sheets shows skills speciﬁc standard strategy success suggestions supervisors survey Table tion trainers training program transfer University workshop X X X