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.”
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.
James D. Kirkpatrick, PhD, is Senior Consultant for Evaluation Services at CUE, inc. where he is responsible for conducting individual and corporate Certification Programs on Kirkpatrick'r Four Levels for Evaluating Training Programs. He is a former Vice President and Director o the First Indiana ank, Corporate University in Indianapolis, Indiana. 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.