Evaluating Training Programs The Four Levels

by Kirkpatrick, Donald L.; Kirkpatrick, James D.

• ISBN13: 9781576753484
• ISBN10: 1576753484
• Edition: 3rd
• Format: Hardcover
• Copyright: 2006-01-15
• Publisher: Berrett-Koehler Publishers

Summary

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, behaviour, 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.

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.
James D. 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.

Table of Contents

Foreword	ix
Foreword to the Third Edition	xi
Preface	xv
Part One: Concepts, Principles, Guidelines, and Techniques	1	(114)
1. Evaluating: Part of a Ten-Step Process	3	(13)
2. Reasons for Evaluating	16	(5)
3. The Four Levels: An Overview	21	(6)
4. Evaluating Reaction	27	(15)
5. Evaluating Learning	42	(10)
6. Evaluating Behavior	52	(11)
7. Evaluating Results	63	(8)
8. Implementing the Four Levels	71	(4)
9. Managing Change	75	(7)
10. Using Balanced Scorecards to Transfer Learning to Behavior	82	(13)
11. So How Is E-Learning Different?	95	(20)
Part Two: Case Studies of Implementation	115	(246)
12. Developing an Effective Level 1 Reaction Form: Duke Energy Corporation	117	(7)
13. Evaluating a Training Program for Nonexempt Employees: First Union National Bank	124	(7)
14. Evaluating a Training Program on Developing Supervisory Skills: Management Institute, University of Wisconsin	131	(13)
15. Evaluating a Leadership Training Program: Gap Inc.	144	(24)
16. Evaluating a Leadership Development Program: U.S. Geological Survey	168	(18)
17. Evaluating a Leadership Development Program: Caterpillar, Inc.	186	(14)
18. Evaluating Desktop Application Courses: Pollak Learning Alliance (Australia)	200	(6)
19. Evaluating an Orientation Program for New Managers: Canada Revenue Agency, Pacific Region	206	(15)
20. Evaluating Training for an Outage Management System: PacifiCorp	221	(18)
21. Evaluating a Coaching and Counseling Course: Grupo Iberdrola (Spain)	239	(23)
22. Evaluating a Performance Learning Model: Defense Acquisition University	262	(14)
23. Evaluating an Information Technology Skills Training Program:The Regence Group	276	(11)
24. Evaluating a Performance Improvement Program: Toyota Motor Sales, U.S.A., Inc.	287	(34)
25. Evaluating a Career Development Initiative: Innovative Computer, Inc.	321	(22)
26. Evaluating the Four Levels by Using a New Assessment Process: Army and Air Force Exchange Service (AAFES)	343	(8)
27. Evaluating a Training Program at All Four Levels: Cisco Systems, Inc.	351	(10)
Index	361	(12)
The Authors	373