Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs by Donald L. Kirkpatrick

Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs

Donald L. Kirkpatrick and James D. Kirkpatrick
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  • ISBN
    9781576754542 / 1576754545
  • Title Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs
  • Author Donald L. Kirkpatrick and James D. Kirkpatrick
  • Category Management & Management Techniques
  • Format
  • Year 2007
  • Pages 153
  • Publisher
    Berrett-Koehler Publishers
  • Imprint Berrett-Koehler
  • Language English
  • Dimensions 155mm x 13mm x 231mm


The authors draw on their decades of collective expertise to offer time-tested advice for putting their training effectiveness model into practice. This new, concise, hands-on guide is designed as a companion volume to Donald Kirkpatricks bestselling “Evaluating Training Programs.”

Publisher Description

Implementing the Four Levels is a companion book to Berrett-Koehler's bestseller Evaluating Training Programs, which has sold over 47,000 copies across 3 editions. Evaluating Training Programs is the standard work on Kirkpatrick's four-level evaluation model, which is the most widely used evaluation approach in the training/human resource development world. It contains bare-bones explanations of the four levels (they being REACTION, LEARNING, BEHAVIOR, and RESULTS) and then case studies of the four levels in action. This new book presents how to implement those four levels by using seven keys for practical application: First Key: Analyze Your resources Asks some crucial questions to ask yourself to see what resources you have and what is needed to accomplish the task at hand. Second Key: Involve Your Managers If you are going to be effective in evaluating programs, you need to have their encouragement and support. If they have negative attitudes toward you and/or your programs, you will not be able to evaluate effectively. This key also has suggestions for how to get the managers “on board.”
Third Key: Evaluate the Four Levels Go through the established four levels for evaluating programs and see how they apply to your particular scenario and aim. Fourth Key: Evaluate Reaction Establish a way of registering individual participants' reactions and tabulating the results. Suggestions are provided as to how to do this. Fifth Key: Evaluate Learning Offers advice on how to gauge and measure the level of learning and skill acquired. Sixth Key: Evaluate Behaviour Shows what to look for and how to measure the change in behavior resulting from the process. Seventh Key: Evaluate Results Shows how to evaluate results on a before and after basis and how to account for and include additionalfactors such as control groups, time for results to occur and so on.

Author Biography

Donald L. Kirkpatrick is Professor Emeritus of the University of Wisconsin and a widely respected teacher, author, and consultant. He has over thirty years' 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, including: Managing Change Effectively; Improving Employee Performance Through Appraisal and Coaching; 2nd edition, Developing Supervisors and Team Leaders; How to Plan and Conduct Productive Business Meetings; and No-Nonsense Communication. The first two titles received the “best book of the year” award from the Society For Human Resource Management (SHRM). Donald Kirkpatrick is a past president of the American Society for Training and Development (ASTD), and in 2004 he received its highest award, Lifetime Achievement in Workplace Learning and Performance. In 1997, he was inducted into the exclusive Training magazine's Hall of Fame. Jim Kirkpatrick has worked in the field of organizational development for over 15 years. He works for Corporate University Enterprise, Inc., as its Senior Consultant for Evaluation Services, where his main responsibility is the delivery of the Kirkpatrick Evaluation Certification Program to organizations and individuals. Prior to his new position, from 1997 to 2004, Jim was the Director of the Corporate University for First Indiana Bank in Indianapolis, where he was responsible for the bank's Balanced Scorecard Management System; Leadership Development; Training; and the Career Development Program. Jim has worked as a management consultant in the fields of health care, education, finance, manufacturing, A—not-A—for-profits, and government, and he has also had relevant experience as a career consultant and clinical psychologist. He has given workshops and consulted in a number of U.S. cities as well as in Canada, England, the Netherlands, Colombia, Australia, India, and Malaysia. Jim and his father, Don Kirkpatrick, have co-authored a book, Transferring Learning to Behavior: Using the Four Levels to Improve Performance (Berrett-Koehler, 2005). Cofounder of the downtown Indianapolis Organizational Development Network and on the board of the American Red Cross, Jim has a Ph.D in Counseling Psychology from Indiana State University and a master's degree in Education from the University of Wisconsin.

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Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs