The "Kirkpatrick Model" for evaluating training programs is the most widely used approach in the corporate, government, and academic worlds. First developed in 1959, it focuses on four key areas: reaction, learning, behavior, and results. "Evaluating Training Programs" provides a comprehensive guide to Kirkpatrick's four-level model, along with detailed case studies that show how the approach is used successfully in a wide range of programs and institutions. The third edition revises and updates existing material and includes new strategies for managing change effectively.
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About the Author
As Professor Emeritus, University of Wisconsin, Donald L. Kirkpatrick has been active giving Keynote Presentations at national conferences of professional organisations. He has also given presentations and conducted workshops for many chapters of ASTD and the Society For Human Resource Management (SHRM). In addition, he has conducted programs for many organizations including Knowledge Advisors, Pacificorp, IBM, and Ford.
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Most Helpful Customer Reviews
5 of 5 people found the following review helpful:
5.0 out of 5 stars
Takes You Beyond Theory to Application,
By Timothy F. Bednarz "Timothy F. Bednarz, Ph.D.... (Stevens Point, WI) - See all my reviews (REAL NAME)
This review is from: Evaluating Training Programs: The Four Levels (3rd Edition) (Hardcover)
Donald Kirkpatrick is most probably the most often cited authority on corporate training. Virtually everyone in the know is familiar with his four levels of evaluation. The problem is that very few actually implement them past the first level of reaction and the second of learning.
When Dr. Kirkpatrick initially introduced his work, he was referring to the measurement of a single class or program. He has changed with the times expanding his model to the entire learning experience. His 3rd edition reflects those changes. While many in the training industry cite Donald Kirkpatrick, very few practice his theories. It seems to many companies they are the "Holy Grail" to be attained. But this is not necessarily so. He clearly explains in his work how to accomplish all of his four levels, if companies would take the time and care to implement them. As the current economic conditions are compelling companies to reconsider the expense and purpose of corporate training, this book will provide the guidance and direction many are seeking in making these changes. Donald Kirkpatrick has done it again. This is a practical, comprehensive and informative work that is "must reading" for all learning and development managers.
5 of 5 people found the following review helpful:
5.0 out of 5 stars
A VERY IMPRESSIVE, COMPREHENSIVE, PRACTICAL, AND INFORMATIVE WORK.,
By Yvette Borcia and Gerry Stern "Stern's Manage... (Culver City, CA) - See all my reviews
This review is from: Evaluating Training Programs: The Four Levels (3rd Edition) (Hardcover)
Offers an in-depth, how-to guide to evaluating training programs. The book distinguishes itself by employing a four-level approach to evaluation. The levels are:
- reaction of participants (customer satisfaction) - learning (extent to which participants change attitudes, improve knowledge, and/or increase skill) - behavior (extent to which change in behavior has occurred) - results (outcomes that occurred as a consequence of program attendance). The book includes detailed case studies, exhibits, research results, techniques and formulas for measuring success. The majority of chapters target specific types of programs, such as: - training for nonexempt employees, - developing supervisory skills, - desktop application course, - leadership training, - leadership development and many more. A very impressive, practical, comprehensive and informative work.
3 of 3 people found the following review helpful:
5.0 out of 5 stars
Training Evaluation taken to a New "Level",
By Elaine Biech "President, ebb associates inc" (Norfolk, VA United States) - See all my reviews (REAL NAME)
This review is from: Evaluating Training Programs: The Four Levels (3rd Edition) (Hardcover)
As the field of training evaluation evolves, so does Kirpatricks in-depth knowledge. In his latest version, the father of The Four Levels hones his expertice to a smooth step-by-step process. A path worthy of journeying! The essential tool for all practitioners! (Elaine is the Author of:Training for Dummies)
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Inside This Book
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Key Phrases - Statistically Improbable Phrases (SIPs):
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outage management system, serves workforce, reaction sheets, performance priorities, transferring learning, evaluating training programs, impact questionnaire, employee engagement, labor sales Key Phrases - Capitalized Phrases (CAPs): (learn more)
Leadership Program, Career Development Initiative, Cost Accounting, Duke Energy, Performance-Improvement Program, First Union, Gap Inc, Management Inventory, Post-Program Survey, Regional Orientation Session, Capital One University, Business Owners Get, Good Fair Poor, Health Break, National Computer Systems, Acquisition Community Connection, Action Plan Follow-Up, Corporate Training Department, Dealer Principal, Developing Supervisory Skills, Interpreting Level, Pacific Region, Performance Learning Model, Range Interpretation, San Francisco New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Table of Contents | First Pages | Index | Back Cover | Surprise Me!
outage management system, serves workforce, reaction sheets, performance priorities, transferring learning, evaluating training programs, impact questionnaire, employee engagement, labor sales Key Phrases - Capitalized Phrases (CAPs): (learn more)
Leadership Program, Career Development Initiative, Cost Accounting, Duke Energy, Performance-Improvement Program, First Union, Gap Inc, Management Inventory, Post-Program Survey, Regional Orientation Session, Capital One University, Business Owners Get, Good Fair Poor, Health Break, National Computer Systems, Acquisition Community Connection, Action Plan Follow-Up, Corporate Training Department, Dealer Principal, Developing Supervisory Skills, Interpreting Level, Pacific Region, Performance Learning Model, Range Interpretation, San Francisco New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Table of Contents | First Pages | Index | Back Cover | Surprise Me!
Citations (learn more)
This book cites 13
books:
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100
books
cite this book:
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- Managing Change by Donald L. Kirkpatrick on 4 pages
- Transferring Learning to Behavior: Using the Four Levels to Improve Performance by Donald L Kirkpatrick Ph.D. on page 82, and Back Matter
- Human Resource Management by Derek Torrington in Back Matter
- Return on Investment in Training and Performance Improvement Programs (Improving Human Performance) by Jack J. Phillips PhD in Human Resource Management. on page 342
- Developing Supervisors and Team Leaders (Improving Human Performance) by Donald L. Kirkpatrick in Back Matter
See all 13 books this book cites
- In Action: Implementing Training Scorecards (In Action Case Study Series) by Lynn Schmidt on 7 pages
- Developing and Measuring Training the Six Sigma Way: A Business Approach to Training and Development by Kaliym A. Islam on 5 pages
- The Trainer's Journey to Competence: Tools, Assessments, and Models (Skilled Trainer) by Jean Barbazette on page 244, page 245, and Back Matter
- In Action : Measuring Return on Investment, Volume 2 by Jack J. Phillips in Front Matter, page 15, and page 152
- Human Performance Improvement: Building practitioner competence (Improving Human Performance) by William J. Rothwell on page 36, Back Matter (1), and Back Matter (2)
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