Kirkpatrick's Four Levels of Training Evaluation Paperback – October 1, 2016

Great book. Very easy to read and well organized. Explains the 4 levels clearly and draws attention to the over reliance on levels 1 and 2.

Congratulations Jim and Wendy! I have read many of your books and this, your newest book is simply outstanding - one of your best.Anyone who is a learning and development or as I would like to say performance improvement professional must read this book to learn how you can partner with your stakeholders to develop and implement sustainable improvement programs that will make a difference. Even if you are very familiar with the New World Kirkpatrick Model, this is a must read - you will learn things that you probably were not aware of. And the case studies are outstanding - they bring the model to life and the reader can really see how it works. And, I appreciate the inclusion of other experts such as in the chapter, "Evaluating Beyond Traditional Classroom Training".You will receive an outstanding Return on Your Expectaations from reading "Kirkpatrick's Four Levels of Training"

The new Kirkpatrick model doesn't miss a detail. This book changes the way I approach designing training and ensures results that actually move the needle. I'm also feeling more confidence in communicating the value of training interventions to senior leaders.

I found this book well written and informative. I'm happy with this purchase. The big challenge for me is to be able to devise ways of engaging managers and floor supervisors to make that leap from Level 2 (Learning) to Level 3 (Behavior).

Evaluation Training Programs was originally published in 1993 by Professor Don Kirkpatrick. Following Don’s death, his son Jim and his wife Wendy have revised Don’s evaluation model, now called the New World Kirkpatrick Model, in their new book, Kirkpatrick’s Four Levels of Training Evaluation. The model revolves around four steps or levels of training: Reaction, Learning, Behavior, and Results. For many years, even today, many training programs are good at measuring Reaction (with bubble sheet questions pertaining to the training) and Learning (comparing pre- with post-tests). However, the deeper levels of Behavior (discovering if people changed their behaviors after training) and Results (documenting if their bosses and others see change occur after training) are much tougher to evaluate and are often skipped in favor of the easier first two steps. This book outlines how to go about the process of assessing all four levels and includes several case examples that help illuminate the process. Why is this important? “It [evaluation] is training and development’s bottom line,” says leadership author and authority Elaine Biech in the foreword of the book.

Great read, and good intro to the four levels.

I think this book deals with the shortfalls of the original Kirkpatrick model well. A revamp of the original, incorporating new approaches. I might be wrong but I sense a flavour of Balanced Scorecard approach incorporated into this revised model, which is a good thing. Build what you want to measure first before you implement your training and start measuring. A much holistic view of training evaluation. I am glad I have read this book!

For anyone involved in workplace learning or training, this book is a must-read. It is very helpful and will provide insight into planning and evaluating workplace learning and training. It has been a great addition for me.