Customer Reviews

Evaluating Training Programs: The Four Levels (3rd Edition)

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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.

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.

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)

Evaluating Training Programs: The Four Levels 3rd edition, by Donald L Kirkpatrick and James D. Kirkpatrick, is a must have desktop reference book for all learning and development specialists. The 3rd edition has the tried and true information on the 'Four Levels' as well as new contemporary details.

Kirkpatrick's book and model servers as a solid foundation for any training effort. The wealth of information in this new edition affords the means to validate results, helping to not only to solidify the need for training, but also the importance of a proper and strong corporate training program within all companies --elevating training from nice to have to need to have.

This is a good book for anyone who needs to have an advanced understanding of Level I,II,III and IV surveys. Dr. Kirkpatrick is an expert in data interpretation and this manual helps to get you down the right road. Excellent Read.

The information in the book is great ... but the book's layout is hard to read. The large font causes many of the tables and figures to be on pages not relating to the text. Everything time I start reading it, my eyes get tired.

Donald and James Kirkpatrick's work is an update of the classic reference book that forms the foundation of current training evaluation practice. It begins by describing the initial activities of understanding the resources available in your organization and obtaining management support for training evaluation. Chapters three through six teach readers how to measure training outcomes at four different levels:

- Reaction - What is the "customer satisfaction" of training attendees?
- Learning - What attitudes, knowledge, or skills did they gain?
- Behavior - What do they do differently on the job?
- Results - How does training make a difference to the organization?

The book closes with a chapter advising readers how to use training evaluation data to forge a chain of evidence that supports the value of training--or points to a need for change.

This is an excellent, practical introduction to the essentials of training evaluation. Motivated readers may want to follow up with Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs, which contains case studies and additional guidance in implementing the four levels evaluation model.

Jack Phillips and his colleagues have extended the Kirkpatrick model to include strategies for determining the return on investment in training. Their technical work is well documented in Handbook of Training Evaluation and Measurement Methods. See also the forthcoming Metrics That Matter: What CEOs Really Think About Learning Investments for their latest advice about how to talk to management about training value.

I am satisfied with this item. It looks like new and I had received it before the deadline.

I was hoping that this book would help me create several evaluations for my training programs and I am sad to say it did not meet my expectations. The books fails to present in detail the requirements of each level of evaluations. Spend your money on another book with more practical guidelines.