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Table Of Contents

8.Implementing the Four Levels 71
Foreword
Foreword to the Third Edition
Preface
Evaluating:Part of a Ten-Step Process
Reasons for Evaluating
The Four Levels:An Overview
Evaluating Reaction
Evaluating Learning
Evaluating Behavior
Evaluating Results
Implementing the Four Levels
Using Balanced Scorecards to Transfer Learning to Behavior
Duke Energy Corporation
Gap Inc
Caterpillar, Inc
Defense Acquisition University (DAU)
Toyota Motor Sales, U.S.A., Inc
Innovative Computer, Inc
P. 1
Evaluating Training Programs: The Four Levels

Evaluating Training Programs: The Four Levels

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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.
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.

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Publish date: Jan 1, 2006
Added to Scribd: Apr 28, 2009
Copyright:Traditional Copyright: All rights reservedISBN:9781576757963
List Price: $47.95

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02/23/2015

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9781576757963

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alexthehunn reviewed this
Rated 2/5
This is a business oriented approach to analyzing the cost and effectiveness of training programs. It strikes me as something compiled by people who can not see their way out of a spreadsheet, seeking to reduce everything to a number. Perhaps it is possible, and perhaps it is done more than I care to accept. But I dislike a book that encourages and fosters it.
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