Evaluating Training Programs: The Four Levels (

✍ Scribed by Donald L Kirkpatrick Ph.D.

• Publisher: Berrett-Koehler Publishers
• Year: 2006
• Tongue: English
• Leaves: 399
• Edition: 3rd
• Category: Library

✦ Synopsis

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.

✦ Table of Contents

Contents......Page 6
Foreword......Page 10
Foreword to the Third Edition......Page 12
Preface......Page 16
Part One: Concepts, Principles, Guidelines, and Techniques......Page 20
1. Evaluating: Part of a Ten-Step Process......Page 22
2. Reasons for Evaluating......Page 35
3. The Four Levels: An Overview......Page 40
4. Evaluating Reaction......Page 46
5. Evaluating Learning......Page 61
6. Evaluating Behavior......Page 71
7. Evaluating Results......Page 82
8. Implementing the Four Levels......Page 90
9. Managing Change......Page 94
10. Using Balanced Scorecards to Transfer Learning to Behavior......Page 101
11. So How Is E-Learning Different?......Page 114
Part Two: Case Studies of Implementation......Page 134
12. Developing an Effective Level 1 Reaction Form: Duke Energy Corporation......Page 136
13. Evaluating a Training Program for Nonexempt Employees: First Union National Bank......Page 143
14. Evaluating a Training Program on Developing Supervisory Skills: Management Institute, University of Wisconsin......Page 150
15. Evaluating a Leadership Training Program: Gap Inc.......Page 163
16. Evaluating a Leadership Development Program: U.S. Geological Survey......Page 187
17. Evaluating a Leadership Development Program: Caterpillar, Inc.......Page 205
18. Evaluating Desktop Application Courses: Pollak Learning Alliance (Australia)......Page 219
19. Evaluating an Orientation Program for New Managers: Canada Revenue Agency, Pacific Region......Page 225
20. Evaluating Training for an Outage Management System: PacifiCorp......Page 240
21. Evaluating a Coaching and Counseling Course: Grupo Iberdrola (Spain)......Page 258
22. Evaluating a Performance Learning Model: Defense Acquisition University......Page 281
23. Evaluating an Information Technology Skills Training Program: The Regence Group......Page 295
24. Evaluating a Performance Improvement Program: Toyota Motor Sales, U.S.A., Inc.......Page 306
25. Evaluating a Career Development Initiative: Innovative Computer, Inc.......Page 340
26. Evaluating the Four Levels by Using a New Assessment Process: Army and Air Force Exchange Service (AAFES)......Page 362
27. Evaluating a Training Program at All Four Levels: Cisco Systems, Inc.......Page 370
B......Page 380
C......Page 381
E......Page 383
G......Page 384
L......Page 385
O......Page 387
R......Page 388
S......Page 389
T......Page 390
W......Page 391
The Authors......Page 392