Transferring Learning to Behavior: Using the Four Levels to Improve Performance [Hardcover]

Donald L Kirkpatrick Ph.D. (Author), James D Kirkpatrick (Author)

Book Description

ISBN-10: 1576753255 | ISBN-13: 978-1576753255 | Publication Date: March 10, 2005 | Edition: 1

Since its creation in 1959, Donald Kirkpatrick's four-level model for evaluating training programs - reaction, learning, behavior, and results - has become the most widely used approach to training evaluation in the corporate, government, and academic worlds. However, trainers today are feeling increased pressure to prove whether instruction is worth its cost. And calculating and presenting results (Step 4) becomes tricky when, despite training, workers aren't fulfilling Step 3: applying what they've learned to their behavior. This book takes on this age-old challenge, first examining why learned concepts don't make it into practice, then offering solutions that will work in the real world. Coauthor James Kirkpatrick, a training practitioner, introduces five prerequisites that help an organization achieve ultimate training success. He includes practical examples (such as Toyota and Nextel) from his own work, plus 12 best-practice case studies.

Editorial Reviews

About the Author

Donald L. Kirkpatrick is a Professor Emeritus, University of Wisconsin, and a widely respected teacher, author, and consultant. He has over thirty years of experience as professor of management at the University of Wisconsin and has held professional training and human resource positions with International Minerals and Chemical Corporation and Bendix Corporation. He is the author of eight management inventories and six books: Evaluating Training Programs: The Four Levels, How to Manage Change Effectively, How to Improve Performance Through Appraisal and Coaching, How to Train and Develop Supervisors, How to Plan and Conduct Productive Business Meetings, and No-Nonsense Communication. He has received the Best Book of the Year award from the Society for Human Resource Management. Don is past president of the American Society for Training and Development (ASTD) and is best known for developing the internationally accepted four-level approach for evaluating training programs. In 1997, he was introduced into TRAINING magazine's Hall of Fame, and in 2004 received the Lifetime Achievement award from ASTD. He received his BBA, MBA, and PhD degrees from the University of Wisconsin. He lives in Pewaukee, Wisconsin, and is a senior elder at Elmbrook Church and an active member of Gideons International. --This text refers to an out of print or unavailable edition of this title.

Product Details

• Hardcover: 220 pages
• Publisher: Berrett-Koehler Publishers; 1 edition (March 10, 2005)
• Language: English
• ISBN-10: 1576753255
• ISBN-13: 978-1576753255
• Product Dimensions: 9.3 x 6.4 x 0.8 inches
• Shipping Weight: 1 pounds (View shipping rates and policies)
• Average Customer Review: 4.2 out of 5 stars  See all reviews (5 customer reviews)
• Amazon Best Sellers Rank: #301,687 in Books (See Top 100 in Books)

Customer Reviews

Most Helpful Customer Reviews

11 of 11 people found the following review helpful:

5.0 out of 5 stars MAKING TRAINING STRATEGIC AND PIVOTAL TO PERFORMANCE IMPROVEMENT., August 3, 2005

By 

Yvette Borcia and Gerry Stern "Stern's Manage... (Culver City, CA) - See all my reviews

This review is from: Transferring Learning to Behavior: Using the Four Levels to Improve Performance (Hardcover)

This book shows how to make training a key player in achieving organizational improvement and business success. It operationalizes a previous publication by the authors, "Evaluating Training Programs" (new edition available from Berrett-Koehler), which set forth a Four Level Model for evaluation. The model consists of: 1. reaction of trainees; 2. extent to which learning has occurred; 3. extent to which behavior has changed as an outcome of the program; and 4. extent to which organizational performance results have been effective in operational and business terms (e.g., improvements in quality, productivity, retention, efficiency, growth, and profitability). The current work recommends that training professionals think in strategic terms by starting with the level 4, working in collaboration with line managers to determine business and organizational outcomes that are desired. Then, work backwards, defining the behaviors that are needed to achieve targeted goals (level 3) followed by identifying the knowledge, skills and attitudes targeted employees require to behave (perform) accordingly (level 2), and finally, (level 1) how to get people to come and be receptive to change. The book recasts training in the strategic organizational/business role of improving, growing, and making the enterprise more successful. The book is filled with to-the-point principles, guidelines, ideas and insights. A vast number of subjects are addressed, such as a learning culture and reward reinforcement.

One of many cases presented spotlights key drivers of success: 1. a strategic perspective (achieving a business result); 2. aligning priorities of line management with trainers; 3. strong ownership by line management of the program; 4. strong line-of-sight of trainees between learning, actions (performance), and rewards, and 5. management action.

This is an important book, rich with valuable content. Very highly recommended.

6 of 7 people found the following review helpful:

5.0 out of 5 stars Highly recommended take on connecting training and implementation, October 19, 2006

By 

Rolf Dobelli "getAbstract" (Switzerland) - See all my reviews
(HALL OF FAME REVIEWER)    (TOP 500 REVIEWER)    (REAL NAME)   

This review is from: Transferring Learning to Behavior: Using the Four Levels to Improve Performance (Hardcover)

In many companies, employees run from one training seminar to the next. That's because executives hire high-powered consultants who recommend training programs to improve performance and bolster profits. However, without the proper philosophical approach and practical execution, training can have negligible bottom-line results and the only one who really profits is the consultant. More than 10 years ago, author Don Kirkpatrick wrote a groundbreaking book on the "four levels" of training evaluation. This time, Kirkpatrick and his son, James, have collaborated on a book that will help any company maximize the results of its training program. If writing big checks to consultants for minimal results is your idea of fun, don't read any further. But if, like most executives, you believe in getting a healthy return on your training investment, we highly recommend this concrete approach.

1 of 1 people found the following review helpful:

5.0 out of 5 stars The NOW of Training Evaluation, October 20, 2009

By 

Pamela L. Robinson "Pamela L Robinson, PhD" (USA) - See all my reviews
(REAL NAME)   

This review is from: Transferring Learning to Behavior: Using the Four Levels to Improve Performance (Hardcover)

For far too long, some HPT practioners have regarded evaluation as the last step in the ADDIE model. The truth is that evaluation is an intregal part of the entire process, beginning with assessment. The Kirkpatricks present a fascinating look at the development of the classic Kirkpatrick Model, but more importantly, present the New Kirkpatrick Model. This new model focuses on the crucial role of the business partners, the determination of the Return on Expectations (ROE), and the importance of creating a compelling Chain of Evidence. ROE is important because Jack Phillips himself has written that not all HPT interventions are candidates for an ROI evaluation. ROE can be used to supplement or replace ROI.

Read this book. Use the model. It works. I know from first-hand experience.